041 of 2007 - Compensation Plan for unclassified employees of Salt Lake City 0 07-1
0 07-10
SALT LAKE CITY ORDINANCE
No. 41 of 2007
(Approving the Compensation Plan for
Unclassified Employees
of Salt Lake City)
AN ORDINANCE APPROVING A COMPENSATION PLAN FOR
UNCLASSIFIED 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 Unclassified 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, this 12th day of
June , 2007.
CHAIRPERSON
ATTEST:
HIE DEPUTY CI Y RDER
`X....41 A,* .. -Y _ '.I i k.47E 'P, , A 44' 7 yi.!Y YAi.IY`4K`4 V IW'V.—.t W ,.M..b ' "-
Transmitted to the Mayor on June 14, 2007 .
Mayor's Action: X Approved. Vetoed.
MA OR
ATTEST:
(/4 /11/A:tkx
CHIEF DEPUTY CI C ER APPPk..)V_D ' 'v'•' F'
Sett Lake City :a,t,urri y a Office
,/. .�*•,„ pate -0
/a",0,CIT y N
ii
/;jam�! u 1 � y
a . a
,1 A.; ice''„� )IV 41
____72
(SEAL) , 54""'-
i + a � j
Bill No. 41 i ""°i 17.
Published: July 1, 2007 .
I\Ordinance 07\Budget\Approve unclassified doc
2
COMPENSATION PLAN FOR SALT LAKE CITY CORPORATION UN-CLASSIFIED
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(RPT) and job sharing
City employees designated as"Un-Classified"employees. "Un-Classified"employees are
"appointed" and "at-will" employees,who are not covered under the City's Compensation
Plan for executive employees and elected officials. This plan intends to comply with
Utah law in recognizing the at-will status of such un-classified employees. Employees
are not covered by the paid leave 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.
M. WAGES AND SALARIES
A. Determination.
1. To the degree that funds permit,Un-Classified employees shall be paid
salaries that:
a. Are commensurate with the skills and abilities required of the
position.
b. Attain comparability with salaries paid by other public employers
and private enterprises for similar work.
c. Reflect executive level assessment of the value of the position and
the incumbent's contribution to accomplishment of administrative
goals,within the boundaries provided in Appendix "A."
2. The Mayor or City Council shall develop policies and guidelines for the
administration of the pay plan, consistent with City law and the plan.
B. Salary Bands. Un-Classified employees shall be paid salaries according to the
salary band structure, attached as Appendix "A."
IV. LONGEVITY PAY
Un-Classified Employees are not eligible for and shall not receive longevity pay.
V. OVERTIME COMPENSATION
Un-Classified Employees who are exempt from the overtime requirements of the Fair
Labor Standards Act(FLSA) are not eligible for overtime compensation. Non-exempt
Un-Classified employees,who are authorized and required by their supervisors to
perform City work on an overtime basis according to City policy, 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 Elected Official or 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
The Mayor or City Council 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. ALLOWANCES
A. Meal Allowance. Non-Exempt 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 non-
exempt 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 expenses reasonably incurred in the
performance of City business. Advancement or reimbursement shall be restricted
on the basis of established per diems, and approved only for expenses documented
and authorized within limitations established by the City Council.
C. Automobiles.
1. The Mayor or City Council may authorize, subject to the conditions
provided in City policy, an employee to utilize a City vehicle on a take-
home basis, and shall require said employee to reimburse the City for a
portion of the take-home vehicle cost, as provided in applicable policy and
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 as provided in City policy.
VIII. HOURS OF SERVICE.
Hours. Un-Classified employees' work hours are determined by the needs of the
position. Appropriate regular hours of work necessary to meet such needs—along with
flexible scheduling, if any—will be decided by the Elected Official or Department
Director.
IX. HOLIDAYS AND VACATION
Full-time, Un-Classified employees shall receive holidays and vacation as provided in
this paragraph IX. 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.
2
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 following unworked
holidays:
a. New Year's Day,the first day of January.
b. Martin Luther King, Jr. Day,the third Monday of January.
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.
i. Thanksgiving Day, the fourth Thursday in November.
j. The Friday after Thanksgiving Day. (See holiday exception
below.)
k. Christmas Day,the twenty-fifth day of December.
1. One personal holiday,taken upon request of the employee.
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 and/or 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
Thanksgiving Day,provided that the date chosen is approved in writing by
the supervisor.
B. Vacations.
1. Full-time employees covered under this plan shall be entitled to receive
their regular salaries during vacation periods earned and taken in
accordance with the provisions in this paragraph.
2. For full-time employees,the following schedule shall apply:
3
Completed years Hours of Vacation Accrued
of Per Biweekly
City Service Pay Period
0 to end of year 3 3.08
4 to 6 3.69
7 to 9 4.62
10to 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 27`h pay period.
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 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. Years of City Service shall be based on the most recent date the person
became a Full-Time employee.
5. Vacation Buy-Back. The City may purchase within any twelve month
period up to,but not exceeding, 80 hours of earned and accrued vacation
time to which an employee is entitled as authorized in this paragraph,with
the consent of said employee and upon a 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, at 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;
4
b. There is a demonstrated need for the City to retain the services of
the employee during said vacation time; and
c. There are sufficient funds in the Department budget to pay for the
vacation time as certified by the Department Director, without
disturbing or interfering with the delivery of City services.
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. However,under no circumstances shall any
overtime compensation be paid, computed or accrued by virtue of the City
authorizing an employee to work a vacation period and receive cash
payment therefor in lieu of use.
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.
X. SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE.
A. Benefits in this section continue 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 C 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 benefits of this Section X. while on
unpaid leave of absence. However, employees on an unpaid military leave of
absence may be entitled to the restoration of such benefits, as provided by city
ordinance.
B. Full-time employees covered under this plan shall receive leaves of absence related
to their illnesses, injuries or their dependents' illnesses or injuries either under a plan
as provided in paragraph X.E. (Plan"A"),or as provided in paragraph X.F. (Plan
qv).
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 X.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."
5
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 written rules governing the interfacing of sick
leave and Workers' Compensation benefits and avoiding,to the
extent allowable by law, duplicative payments.
b. Each full-time employee shall accrue sick leave at a rate of 4.62
hours per pay period. For any plan year in which there are 27 pay
periods,no sick leave hours will be awarded on the 27`h 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,"employees who have accumulated 240 hours
of sick leave may choose to convert up to 64 hours of the sick
leave grant from any given year to vacation leave. 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 is 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 termination for any sick leave converted to vacation.
Any sick leave converted to vacation and remaining unused at the
date of termination or retirement is 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 in-patient 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.
6
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 are unable to
perform their duties during a shift due to that urgent medical
treatment,may report the absence from the affected shift as
hospitalization leave. The employee is responsible to report the
receipt of urgent medical treatment to the employee's Division
head or supervisor as soon as practical. For purposes of use of
hospitalization Leave,urgent medical treatment includes at-home
care directed by a physician immediately after the urgent medical
treatment and within the affected shift.
e. Employees who are admitted as an inpatient to a hospital for
medical treatment and are thus unable to perform their duties,may
report the absence from duty while in the hospital as
hospitalization leave.
f. Time spent in 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 death 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 their 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 date of death, the date and location of the funeral or
memorial 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
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
days, 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 occurs while an employee is on vacation,
their 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.
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.
8
•
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
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
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 accumulated and available unused sick
leave, the employee shall be entitled to use as dependent
leave accumulated and available 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 5 calendar days following such dependent
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 X.D.I.c.
5. Career Incentive Leave,Plan"A." Full-time employees,who have been in
consecutive full-time employment with the City for more than 20 years,
and who have accumulated to their credit 1500 or more sick leave hours,
9
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. 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 workload).
6. Retirement Benefit,Plan"A."
a. Persons who retire under the eligibility requirements of the Utah
State Retirement Systems 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:
to
•
•
Months of Hours of Personal
Consecutive Leave per Biweekly
City Service Pay Period
Less than 6 40
Less than 24 60
24 or more 80
Employees hired during the plan year will be provided paid personal leave
on a pro-rated basis.
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 for 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 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 for 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 calendar year. Any personal leave hours unused or
converted before the end of the calendar 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 X.E.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:
11
a. Minimum use of personal leave is one hour. Scheduling of
personal leave is subject to supervisory approval.
b. Except in unforseen circumstances, such as emergencies or the
employees' inability to work due to their illness or accident, the
employees must provide their supervisors with prior notice to
allow time for the supervisors to make arrangements necessary to
cover the employees' work.
c. For leave due to unforseen circumstances,the employees must give
their supervisors as much prior notice as possible.
7. Bereavement Leave.
a. Under this Plan "B,"time off with pay will be granted to a full-
time employee who suffers the death 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/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 the date of death,the date and location of the funeral or
memorial 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
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.
12
w W .. ...
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 their immediate 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 leave could be used for formal training, informal course of
study,job-related travel, internship,mentoring or other 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 or elected official, 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 or elected official and by the Human
Resources Director(who will review the request for compliance with the
guidelines outlined here).
9. Plan"B"Retirement Benefit
a. Full-time employees currently covered under Plan"B"who were
hired before November 16, 1997 and who elected in to be covered
under Plan"B," shall have a Plan B retirement account equal to
sixty percent of their accumulated unused sick leave hours
available on November 15, 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 Plan B retirement 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 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. Retirement Benefit.
(1) All of the hours in the Plan B retirement account shall be
payable at retirement as follows: The employee shall be
paid the employee's hourly rate of pay on date of retirement
for each hour in the employee's severance account.
(2) In lieu of the above, full-time employees may elect to
convert the Plan B retirement 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 withholdings required by law. An employee's
available Plan B retirement account balance, computed by
13
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 shall be computed on a monthly
basis and shall be based on charges against the account
balance. If insurance costs increase due to group
experience,the number of months of coverage will
decrease.
e. Hours may be withdrawn from the Plan B retirement account for
emergencies after personal leave hours are exhausted and with the
prior written approval of the employee's supervisor. Plan B
retirement account hours may also be used as a supplement to
Workers' Compensation benefits which,when added to the
employee's Workers' Compensation benefits, equals the
employee's regular net salary. The employee must make an
election in writing to his or her department head to use Plan B
retirement account hours as to supplement Workers' Compensation
benefits.
10. Short Term Disability Insurance,Plan"B." Protection against loss of
income caused by an absence 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 terms determined by
the City. As one of the conditions of receiving SDI, the employee may be
required by the City to submit to a medical examination by a medical
provider of the City's choosing.
XI. MILITARY I PAVE 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 I 1 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 prvoide 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. No reduction in
14
an employee's salary or regular wages shall be made for absence from work
resulting for such jury service. However,on those days that an employee is
required to report for jury service and is thereafter excused from such service,
during his or her regular working hours for the City, the employee shall forthwith
return to and carry on his or her regular City employment. Employees who fail to
return to work after being excused from jury duty for the day shall be subject to
discipline.
XII. ADDITIONAL LEAVES OF ABSENCE.
Additional unpaid leaves of absence may be requested in writing and granted to an
employee at the discretion of the employee's Department Director.
XIII. INSURANCE
A. Group Insurance. Employees of the City will be required to enroll for single
coverage in the City's group 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 employees'share of said 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. The City will contribute$24.30 per 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
27 pay period.
XIV. WORKERS' COMPENSATION
A. In addition to the foregoing,the Mayor shall provide for Workers' Compensation
coverage to the employees, as required by applicable provisions of State statute.
XV. 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 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.
XVI. TRANSITIONAL DUTY
Depending on the City's need or legal requirements and availability of funding,
employees may be placed temporarily in a transitional-duty position,when illness or
injury prevents them from performing their regular duties.
15
XVII. 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 B.
D. Layoffs. Un-Classified employees are not eligible for layoff benefits,including
re-employment preference after being separated from an appointed position.
However, if the separation from employment is not for cause due to poor
performance,misconduct or malfeasance,the City may in its discretion,place the
employee in a classified or un-classified vacant position for which the employee is
qualified, if: 1)there is no other more qualified candidate for the vacant position;
or 2)there is no candidate with a placement preference under City policy.
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;
b. Unused compensatory time off; and
c. If a participant in"Plan B,"any accrued and unused personal leave
in accordance with paragraph X.D.5 of this chapter.
F. Severence Benefit for Involuntary Separation
1. An Un-Classified employee who is involuntarily terminated from City
employment for reasons other than for cause due to poor performance,
misconduct or malfeasance, shall receive a severance benefit consisting of one
week's base salary pay, determined on the effective date of termination, for
each year of City employment calculated on a pro-rata basis,but which sum
shall not exceed a total of 6 weeks' base salary.
16
2. Exception: The Mayor for Executive Branch employees or the Executive
Director of the City Council Office for Council employees,with the prior
written advice and consent of the City Council,may in a writing filed with the
City Recorder grant a larger severance benefit than specified under 2. above, if
one is necessary to meet employment market conditions or where it would be
in the City's best interests to do so.
3. Not Eligible for Benefit. The severance benefit provided in Section"D"shall
not be granted to the following employees:
a. 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.
b. An employee who has been requested by the Mayor to resign under
bona fide charges of nonfeasance,misfeasance or malfeasance in
office.
c. An employee who elects retirement from the City.
d. An employee who accepts another position within the City.
XVIII. AUTHORITY OF THE MAYOR/CITY COUNCIL,
Employees covered by this compensation plan may be appointed and advanced under
written rules and regulations promulgated by the City,within budget limitations
established by the City Council.
XIX. APPROPRIATION OF FUNDS
All provisions in this compensation plan that involve the expenditure of funds are subject
to appropriation of funds for such purposes.
XX. JOB SHARING
A. Un-Classified Employees may be authorized,by the City,to job share a full-time
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 remain unchanged
in its functions,duties,benefits and pay level assignment.
B. A job share arrangement will not be authorized,unless the following occurs:
17
1. The employees who are sharing a job have voluntarily entered into a
written agreement specifying the hours each will work and the allocation
of benefits and compensation between them; and
2. The department director has approved in writing the job sharing
arrangement.
XXI. REGULAR PART-TIME (RPT)EMPLOYEES
A. Un-Classified regular part-time(RPT)employees are Un-Classified Employees
whose jobs regularly required them to work twenty(20) or more but less than
forty(40)hours a week. Such employees do not include seasonal employees and
employees who job share under paragraph XIX.
B. An Un-Classified RPT employee shall be paid an hourly wage based on the
monthly salary rate specified in the pay band schedule, attached as Appendix "A."
C. Unless otherwise modified by the City,Un-Classified RPT employees shall
receive fifty percent(50%) of the following benefits subject to the conditions
provided in this Plan:
1. Education and Training Pay as specified in paragraph VI of this Plan.
2. Holidays and leaves of absences, as specified in paragraphs IX,X, XI, and
XII of this Plan.
3. City's contribution to insurance premiums as provided under paragraph
XIII of this Plan.
D. Un-Classified RPT employees shall receive insurance benefits as provided under
paragraph XIII, and the allowances as specified in paragraph VII. of this Plan.
E. Un-Classified RPT employees may participate in retirement programs, as
specified in paragraph XVII of this Plan.
F. There shall be no cost to the Un-Classified RPT employee for Short-term
Disability insurance.
18
.
APPENDIX A SALARY BANDS FOR UN-CLASSIFIED EMPLOYEES
July 1, 2007
1 Clerical/TechnicalI
2 Clerical/Technical 2; Admin. Support 1
3 Administrative Support 2
4 Administrative Support 3 MIN MAX
5 Admin. Support 4 � i `-
6 Admin. Support 5 "'
7 Advisor "� '"'�
8 Sr. Advisor d �
- � �. s
�7 fit- - ...
�- - ''' = `� ' � Bi-Weekly/Monthly Rates
J
APPENDIX B
UTAH STATE RETIREMENT CONTRIBUTIONS FY 2007/2008
UTAH STATE EMPLOYEE TOTAL EMPLOYEE TOTAL
RETIREMENT SYSTEM CONTRIBUTION CONTRIBUTION EMPLOYER GRAND TOTAL
PAID BY CITY CONTRIBUTION CONTRIBUTION
Firefighter Contributory
Retirement System 9.30% 9.30% 0 9.30%
APPENDIX C
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 maybe 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 C
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.
2
APPENDIX C
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
3
4
APPENDIX C
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.
4
APPENDIX C
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
5
i
APPENDIX C
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
6