054 of 1991 - Compensation Plan for Managerial, Professional, Administrative, and Executive Employees and ElectedSALT LAKE CITY ORDINANCE
No. 54 of 1991
(Salt Lake City Corporation Compensation Plan
for Managerial, Professional, Administrative and
Executive Employees and Elected Officials)
AN ORDINANCE AMENDING SECTION 2.52.010 OF THE SALT LAKE CITY
CODE, AS LAST AMENDED BY BILL NO. 39 OF 1991 RELATING TO
COMPENSATION OF SALT LAKE CITY CORPORATION MANAGERIAL,
PROFESSIONAL, ADMINISTRATIVE AND EXECUTIVE EMPLOYEES AND ELECTED
OFFICIALS.
Be it ordained by the City Council of Salt Lake City, Utah:
SECTION 1. That Section 2.52.010 of the Salt Lake City
Code, as last amended by Bill No. 39 of 1991, be, and is hereby
amended as follows:
2.52.010 Compensation Program Adopted.
A. The attached amended Compensation Plan for Salt Lake
City Corporation managerial, professional, administrative and
executive employees and elected officials is hereby adopted as
the official compensation plan for said employees (hereinafter
referred to as the "Plan"). Three copies of said Plan or any
amendment thereto shall be maintained in the City Recorder's
office for public inspection. The provisions of said Plan shall
be effective under the terms thereof commencing July 1, 1991,
except as they may be amended by the City Council.
B. The Plan herein adopted and any amendment or
modification thereto shall not apply to employees whose
employment terminated prior to publication of the ordinance
codified in this chapter or to the adoption of any amendment or
modification to the Plan.
SECTION 2. This Ordinance shall be deemed effective on
first publication.
Passed by the City Council of Salt Lake City, Utah, this
9th day o f July
ATTEST:
4L4 4 ie
Ch jITY RECORDER
1991
CHAIRPERSON
Transmitted to the Mayor on July 9th, 1991
Mayor's Action:
ATTEST:
ITY RECORDER
F'MN:cc
Published July 11, 1991•
X Approved Vetoed
GZ��Lk.c�— do°,0
MAYOR
2
APPROVED AS TO FORM
Salt Lak City Attorney's Office
Date - 3 -- �.91 �/, '
By Aa4r— 11/ /l�T,,
COMPENSATION PLAN
SALT LAKE CITY CORPORATION
PROFESSIONAL & MANAGERIAL EMPLOYEES
EXECUTIVE EMPLOYEES
ELECTED ED OFFICIALS
July 1j 1991
TABLE OF CONTENTS
PAGE
EFFECTIVE DATE 1
ELIGIBLE EMPLOYEES 1
A. Part -Time, Seasonal, Contract and Hourly Employees and
Adult School Crossing Guards 1
B. Employees Covered Under the Memoranda of Understanding1
C. Employees Covered by Separate Ordinance 1
WAGES AND SALARIES 2
A. Executive Employees 2
B. Professional, Managerial & Administrative Employees 2
C. Elected Officials 2
D. Forms of Compensation 3
SENIORITY, PAY PREMIUMS, DIFFERENTIALS AND ALLOWANCES 3
A. Longevity Pay 3
B. Overtime Compensation 4
C. Certification Incentive Pay 4
D. Other Allowances 4
LEAVES OF ABSENCE 6
A. Holidays 6
B. Vacations 8
C. Sick Leave 10
D. Hospitalization Leave 14
E. Light Duty 14
F. Funeral Leave 14
G. Military - Entry Into Service 15
H. Military - Annual Encampment 15
I. Leave for Jury Duty 16
J. Dependent Leave 16
K. Injury Leave 17
L. Career Incentive Leave 19
M. Additional Leaves of Absence 19
INSURANCE 19
A. Group Insurance 19
B. Worker's Compensation 19
C. Disability Compensation 20
SEPARATION FROM SERVICE 20
A. Social Security Adopted. Exception. 20
B. Retirement Programs 21
C. Sick Leave Pay at Retirement 21
D. Layoffs 22
COMPENSATION PLAN FOR SALT LAKE CITY CORPORATION MANAGERIAL,
PROFESSIONAL & ADMINISTRATIVE EMPLOYEES; EXECUTIVE EMPLOYEES, AND
ELECTED OFFICIALS.
I. EFFECTIVE DATE
The provisions of this plan shall be effective,
commencing July 1, 1991 except as it has been or may be
amended from time to time by the City Council or by ordinance.
II. ELIGIBLE EMPLOYEES
Eligible 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. Employees subject to this
plan shall be those City employees classified as "300 Series,"
elected officials, and Executives. The following shall not
be covered by this plan:
A. Part-time, Seasonal, Contract and Hourly Employees and
Adult School Crossing Guards.
Part-time, seasonal, contract and hourly employees
and adult school crossing guards shall not be entitled to
the employment benefits in this plan.
B. Employees Covered Under the Memoranda of Understanding
Employees covered under the memoranda of
understanding between the City and a recognized employee
bargaining unit, shall be subject to the applicable terms
of their memoranda. Unless otherwise specifically
stated, said employees shall not be covered by the
provisions of this plan.
C. Employees Covered by Separate Ordinance
Employees covered by separate City Ordinances which
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may include employees in recognized employee bargaining
units who have not entered into any memoranda of
understanding shall not be covered by the provisions of
this plan.
III. WAGES AND SALARIES
A. Executive Employees
Eligible executive employees shall be paid within
ranges under the schedule attached hereto as Appendix
ItA"
B. Professional/Managerial and Administrative Employees
Professional, managerial and administrative
employees shall be paid monthly salaries as specified in
Appendix "B".
During the term of this plan, employees shall be
eligible for a merit increase on their anniversary date
in accordance with the salary schedule provided in
Appendix "B".
All merit increases shall be conditioned upon the
eligible employee's satisfactory performance of their job
requirements.
Further, all "300" Series employees who were at the
P step on June 30, 1991 (according to the wage schedule
effective for fiscal year 1990-1991), shall receive a
onetime incentive payment in the amount of three hundred
dollars ($300.00). The incentive payment shall be paid
on or before August 15, 1991. In order to be eligible
for the onetime incentive payment, the employee must be a
full-time salaried employee on the date the incentive
payment is paid.
C. Elected Officials
The annual compensation of elected officials shall
be as follows:
Mayor $50,000
Council Members 10,000
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D. Forms of Compensation
The foregoing shall not restrict the Mayor from
distributing appropriated monies to employees of the City
in the form of retirement contributions; making lump sum
incentive payments to employees within per annum pay
limitations; or classifying and advancing eligible
employees under rules and regulations promulgated by the
Mayor.
IV. SENIORITY, PAY PREMIUMS, DIFFERENTIALS AND ALLOWANCES
For purposes of this compensation plan, "seniority" shall
be defined as an employee's uninterrupted, full time salaried
employment with the City. An employee's earned seniority
shall not be lost because of absence due to authorized leaves
of absence or temporary layoffs not to exceed two years.
In addition to compensation provided under Section III,
eligible employees of the City shall receive the following
benefits:
A. Longevity Pay
1. All City Executives and sworn Executive employees
shall not be eligible for longevity benefits, unless
authorized by order of the Mayor. The longevity
benefits for these employees have been previously
included within base pay.
2. All eligible 300 series employees of the City who
have completed six (6) consecutive full years of
employment with the City, shall receive a monthly
longevity benefit in the sum of $50.00 per month.
Said benefit shall be $75.00 per month for employees
who have completed ten (10) consecutive full years
of employment with the City. Said benefit shall be
$100.00 per month for employees who have completed
sixteen (16) full years of employment with the City.
Said benefit shall be $125.00 per month for
employees who have completed twenty-five (25) full
years of employment with the City. The computation
of longevity pay shall be based on the most recent
date the person became a full time salaried
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employee.
B. Overtime Compensation
Eligible employees who are authorized and required
by their supervisors to perform City work on an overtime
basis shall be compensated by pay or compensatory time
off under rates and procedures established by
administrative order.
It shall be at the sole discretion of the department
head, 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 one and
one half (1 1/2) times an employee's regular hourly rate
of pay.
C. Certification Incentive Pay
The Mayor may adopt programs to promote employee
education and training, provided that all compensation
incentives under such programs are authorized within
appropriate budget limitations established by the City
Council.
D. Other Allowances
1. Business Expenses
The Mayor shall adopt rules and regulations for
the authorization of employee advancement or
reimbursement for actual expenses reasonably
incurred in the performance of City business.
Advancement or reimbursement shall be approved only
for expenses documented and authorized in advance
within budget limitations established by the City
Council.
2. Automobiles
The Mayor may authorize, under City policy, an
eligible employee to utilize a City vehicle on a
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take-home basis, and may, as a condition of receipt,
require eligible employees to reimburse the City for
a portion of the take-home vehicle cost.
All employees who are authorized to use and who
do use privately owned automobiles for official City
business shall be reimbursed for the operation
expenses of said automobiles at a rate established
by City policy.
A car allowance may be paid to department heads
and other eligible employees, as determined by the
Mayor, at a rate not to exceed $300 per month. Such
payment shall be in lieu of any mileage allowance.
The City shall provide, within budget
limitations, for all persons who have not been
assigned a parking place or are not provided
parking, a $12.00 a month parking allowance. This
shall be paid in $6.00 amounts on two bi-weekly
paychecks each month.
"300" series employees, who currently receive a
City paid parking place, and agree to surrender the
parking place, may, upon approval of the department
head, receive a $15.00 a month bus pass allowance in
lieu of the parking allowance or parking place. The
election to obtain the bus pass allowance in lieu of
parking must be made on or before September 1, 1991,
and said election shall not be subject to change
during the fiscal year 1991-1992. The election
shall be made by filing a written request with the
appropriate department director.
3. Uniform allowance
Eligible employees shall be provided the
following monthly uniform allowances when required
to wear uniforms in the execution of their duties:
Field Supervisor (Parking Enforcement) $50.00
Non -sworn police merit level employees $50.00.
Uniform allowances are provided on the
condition that eligible employees maintain their
uniforms in reasonably good, clean, neat and pressed
condition. Uniforms shall have proper
identification and insignias and shall not be frayed
or unsightly. Uniforms shall be in full compliance
with applicable department regulations. Failure to
maintain apparel in accordance with the above shall
be grounds for disciplinary action, including
forfeiture of uniform allowances provided hereunder.
Fire Department managerial and administrative
employees of the combat division shall be provided
uniforms to the extent stated in department policy
number 122.
Uniforms for Police managerial and
administrative personnel, shall be provided to the
extent stated in departmental policy.
4. Call -Back, Stand -By and Meal Compensation
Eligible employees shall receive call-back,
limited stand-by and meal compensation pursuant to
Salt Lake City Corporation Policy No. 4.01.900.
Further, "300 series" employees who, with
supervisory approval, works two (2) or more
additional hours to their regular duty shift shall
be paid four dollars and fifty cents ($4.50) as
reimbursement for meals.
5. K-9 Squad
Police managerial and administrative personnel
assigned to the K-9 Squad, shall be provided a
monthly allowance to the extent stated in department
policy.
V. LEAVES OF ABSENCE
Eligible employees shall receive leaves of absence as
provided in this Section. The Mayor shall provide by order,
rules and regulations, the specific terms and conditions upon
which such leaves are to be made available to eligible
employees.
A. Holidays
The following days shall be recognized and observed as
holidays for all eligible employees. All such employees shall
receive their regular rate of pay for each of the following
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unworked holidays. Part-time and seasonal employees shall not
be entitled to holiday benefits:
1. The first day of January, called New Year's Day.
2. The third Monday of January, the anniversary of the
birth of Martin Luther King.
3. The third Monday in February, observed as Presidents
Day.
4. The last Monday of May, called Memorial Day.
5. The fourth day of July, called Independence Day.
6. The twenty-fourth day of July, called Pioneer Day.
7. The first Monday in September, known as Labor Day.
8. The second Monday of October, known as Columbus Day.
9. The eleventh day of November, known as Veteran's
Day.
10. The fourth Thursday in November, known as
Thanksgiving Day.
11. The twenty-fifth day of December, called Christmas.
12. One personal holiday shall be taken upon request of
the employee at the discretion of the supervisor.
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.
No employee shall receive in excess of one day of holiday
pay for a single holiday. All employees must work or be on
authorized leave their last scheduled working hours before and
the next working day following the holiday to qualify for
holiday pay.
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Columbus Day may be celebrated within 45 days following
the date of its actual occurrence as specified in this Section
V. A.; provided, however, that an eligible employee may
celebrate said Columbus Day on a day other than specified if a
written request is approved in writing by the employee's
supervisor, who shall have the sole and absolute discretion to
approve any such request.
Provided however, in lieu of days off for the above
holidays, combat Fire managerial and administrative employees
shall be granted six (6) on duty 24-hour shifts off per year
to be taken at such times as approved by the Fire Chief.
B. Vacations
1. Eligible employees shall be entitled to receive
their regular salaries during vacation periods earned and
taken in accordance with the provisions in this Section
V. B; provided, that no person shall be entitled to any
vacation unless such person has successfully completed
their initial probationary period.
2. Completed Years
of Consecutive
City Service
0 to end of yr 3
4 to 6
7 to 9
10 to 12
13 to 15
16 to 19
20 or more
Hours Accrued
Per Biweekly
Pay Period
3.08
3.69
4.62
5.54
6.15
6.77
7.69
3. For managerial and administrative employees in the
combat division of the Fire Department, the following
schedule shall apply:
8
Completed Years Shifts
of Consecutive per year
City Service for
combat
Fire
employees
0 to end of yr 3
4 to 6
7 to 9
10 to 12
13 to 14
15 to 19
20 or more
5
6
7.5
9
10
11
12
Notwithstanding the above, Department Heads shall be
eligible for twenty days vacation on January first of
each of the first fourteen years of employment with the
City and twenty-five days each January first thereafter.
Eligible employees may accumulate vacations,
(including both accrued vacation and sick leave
conversion time), according to the length of their full-
time, consecutive years of employment with the City up to
the following maximum limits:
After 6 months
After 9 years
After 14 years
Department Heads
Up to 30 days
Up to 35 days
Up to 40 days
Up to 40 days
"Days," herein, mean "8 hour" days.
Any vacation accrued beyond said maximums shall be
deemed forfeited unless utilized prior to the end of the
calendar year in which the maximum has been accrued.
Every employee whose employment is terminated by
resignation or otherwise shall be entitled to be paid
for:
4. All earned vacation time accrued, unused, and
unforfeited as of the date of termination; and
5. In cases of permanent separation, the City will
compensate employees for unused compensatory time off.
No employee shall be entitled to any termination
benefit or payment for any vacation time which has not
been vested, accrued, unforfeited and unused, and shall
not be entitled to any payment or termination benefit:
a. If an employee has not completed six (6) months
of full-time employment with the City; or
b. If the resigning employee fails to give at
least ten (10) days prior written notice to the
employee's department head of the contemplated
resignation.
The City may purchase up to, but not exceeding two
(2) weeks of earned and accrued vacation time, to which
an eligible employee is entitled. Subject to the Mayor's
approval, the Director of the Department of Human
Resource Management may establish, by rules and
regulations, the terms and conditions under which such
purchases are to be permitted.
C. Sick Leave
1. Sick leave shall be provided for eligible employees
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 and regulations
governing the interfacing of sick leave and worker's
compensation benefits and avoiding, to the extent
allowable by law, duplicative payments.
2. Employees covered by this plan shall be entitled to
fifteen (15) days (120 hours) sick leave (7.5 on -duty
shifts for eligible combat fire managerial and
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administrative employees) on January first of each
calendar year.
Provided, however, an employee who is hired during a
calendar year of this Compensation Plan, shall receive 10
hours of sick leave a month (0.6 on -duty shifts per month
for eligible combat fire managerial and administrative
employees) for each full month of employment, including
the probationary period, during said calendar year after
said employee has completed his or her probationary
period.
Authorized and unused sick leave may be accumulated
from year to year subject to the limitations of this
plan.
3. Any eligible employee who has accumulated thirty
(30) sick leave days (240 hours, or 15 shifts for
eligible combat fire managerial and administrative
employees), may choose to convert a portion of the yearly
sick leave grant from any given year to vacation under
the following stipulations and schedules.
a. Non -probationary employees, who do not use any
sick leave hours during a calendar year, and who elect,
in writing, as provided below, may convert eight (8)
hours of sick leave to eight (8) hours of vacation. This
benefit is forfeited if a single hour or more of sick
leave is used during the calendar year.
b. Employees may also convert up to forty (40)
additional hours to vacation based on the schedule below.
For employees Working Eight Hour Shifts
Number of Sick
Leave Hours Used
During Previous
Calendar Year
0
8
16
11
Number of Sick
Leave Hours
Eligible for
Conversion
40
32
24
24 16
32 8
40 0
For Employees Working Ten Hour Shifts
Number of Sick
Leave Hours Used
During Previous
Calendar Year
0
10
20
30
40
50
For Employees Working Twelve
Number of Sick
Leave Hours Used
During Previous
Calendar Year
0
12
24
36
48
12
Number of Sick
Leave Hours
Eligible for
Conversion
40
32
24
16
8
0
Hour Shifts
Number of Sick
Leave Hours
Eligible for
Conversion
40
32
24
16
8
60
For Combat Fire Managerial
Number of Sick
Leave Shifts Used
During Previous
Calendar Year
No shifts
1 shift
2 shifts
3 shifts
4 shifts
5 or more shifts
0
and Administrative Employees:
Number of Sick
Leave Shifts Available
for Conversion
2-1/2 shifts
2 shifts
1-1/2 shifts
1 shift
1/2 shift
No shifts
Any election by an employee to convert any sick leave to
vacation time must be made by notifying the Department of
Human Resource Management, in writing, on or before January 31
of each year; otherwise, no conversion will be allowed for
that calendar year and such conversion privilege shall be
deemed waived for that calendar year. In no event shall sick -
leave days be converted for other than the current year's
sick -leave allocation.
Any sick -leave days properly converted to vacation
benefits as above described, shall be deemed to be taken prior
to any other days of vacation time to which the employee is
entitled. Conversion days shall be construed as used prior to
vacation days otherwise accrued by an employee.
Authorized and unused sick leave may be accumulated from
year to year.
Employees who have accrued at least ten days (80 hours)
sick leave may be allowed to use no more than sixteen hours of
accrued sick leave per calendar year for their own doctor's
and/or dentist's appointments. This leave must be taken in
one hour time blocks and may only be used upon prior approval
of the employee's supervisor.
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D. Hospitalization Leave
In addition to the sick leave authorized hereunder, each
eligible employee of the City shall be entitled to thirty (30)
days hospitalization leave (except for combat managerial and
administrative employees of the fire department who shall be
entitled to 15 on -duty shifts off for hospitalization leave)
each calendar year, provided that such leave may be taken only
if, and during the period that, such employee is actually
confined to a hospital, acute care facility or other free
standing out patient surgical facility as adopted under rules
and regulations prescribed by the Mayor. Hospital leave shall
not accumulate from year to year.
No employee of the City shall be entitled to receive
hospitalization leave benefits for illness, injuries, or
disability resulting from accidents arising out of or in the
course of employment for an employer other than the City.
Each employee who takes authorized sick leave or
authorized hospitalization leave shall continue to receive
their regular salary during absence from work for the periods
set forth in Section V. D.
The Mayor may establish rules and regulations which
extend hospitalization leave to circumstances where an
employee receives medical treatment on an outpatient basis, in
lieu of hospital confinement.
E. Light Duty
The department shall, if practical, allow an employee a
light duty position while recovering from a temporary
disability.
F. Funeral Leave
1. Time off with pay will be granted to an eligible
employee who suffers the loss of a wife, husband, child,
mother, father, brother, sister, father-in-law, mother-in-law,
grandfather, grandmother, grandchild, or stepchild. In the
event of death in any of these instances, the employees will
be paid their regular base pay for scheduled work time from
time of death through the day of the funeral, not to exceed
five (5) consecutive working days. Eligible employees will be
permitted one additional day of funeral leave on the day
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following the funeral if such funeral is held more than 150
miles distance from Salt Lake City and if the day following
the funeral is a regular work shift. Satisfactory proof of
such death, together with the date thereof, the date and
location of the funeral, and the date of burial, must be
furnished by the employee to their supervisor.
2. In the event of death of a brother-in-law, sister-
in-law, 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
services for such person, not to exceed eight hours.
3. In the event of death of friends or relatives not
listed above, an eligible employee may be granted time off
without pay while attending the funeral services for such
person, not to exceed four (4) hours, subject to the approval
of their immediate supervisor.
4. In the event the death of any member of the
immediate family as set forth in Section V. F. 1. occurs while
an eligible employee is on vacation, their vacation will be
extended by the amount of time authorized as funeral leave
under said Section.
5. The provisions of this Section shall not be
applicable to employees who are on leave of absence other than
vacation leave.
G. Military - Entry Into Service
Eligible employees of the City who enlist or are called
or inducted into and enter active service in the State Militia
or any branch of the Federal military, naval, air, or marine
service shall be entitled to absent himself or herself without
pay as required by State and Federal law.
H. Military - Annual Encampment
Employees covered in this plan who are or shall become
members of the Organized Reserve of the United States Army,
Navy, Air Force, Coast Guard and Marines or any unit of the
Utah National Guard, shall be allowed full pay for all time
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not in excess of eleven (11) consecutive working days per
calendar year spent on duty, at annual encampment in
connection with the reserve training and instruction of the
Army, Navy, Air Force and Marines of the United States. This
leave shall be in addition to annual vacation leave with pay.
Employees in this plan who provide documentation to the
City indicating that their military unit does not participate
in annual encampment, but instead provides reserve training on
a periodic basis throughout the year, in lieu of annual
encampment, shall be allowed full pay for all time not in
excess of eleven (11) working days per calendar year spent in
such training.
I. Leave for Jury Duty
Eligible employees shall be entitled to receive and
retain statutory juror's fees paid for jury service in the
District and Federal Courts whose jurisdictions include Salt
Lake County subject to the conditions hereinafter set forth.
No reduction in an employee's salary shall be made for absence
from work resulting from such jury service. On those days
that an employee is required to report for jury service and is
thereafter excused from such service during his or her regular
working hours from the City, he or she shall forthwith return
to and carry on his or her regular City employment. Failure
to so return to work shall result in the forfeiture of that
day's pay by such employee.
J. Dependent Leave
Dependent Leave
by this Compensation
1. Becoming a
child or children.
may be requested by an employee covered
Plan for the following reasons:
parent through birth or adoption of a
2. Due to the hospitalization of the employee's child,
spouse, or parent.
3. To care for an eligible employee's
dependent child, spouse or parents.
ill or injured
The following provisions apply to the use of dependent
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leave:
a. Dependent leave may be granted leave with pay on a
straight time basis for a period not to exceed five (5)
working days (40 hours) commencing either (a) from the date of
birth of the child or (b) from the date the child commences
residence with the employee or (c) from the date the child,
spouse or parent becomes ill, injured or hospitalized;
provided however, in case of a child, the child must be a
dependent child and must be permanently placed with the
employee. Marriage to a spouse with a child or children shall
not be grounds for leave granted under Section V. J. even if
adoption is then or subsequently considered and no leave shall
be permitted for a child in the custody of an employee's
spouse prior to the marriage of that spouse to the employee.
2. The employee has accumulated and available unused
sick leave. Under no circumstances shall the employee be
entitled to use as dependent leave more than forty (40) hours
in a calendar year.
3. The employee gives notice to his or her supervisor
as soon as possible under the circumstances.
4. The employee provides, 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 or parent within five (5) calendar days
following termination of such leave.
5. An employee's sick leave shall be reduced by the
number of hours taken by an employee as dependent leave under
this section provided, however, use of dependent leave will
not affect the sick leave conversion options as outlined in
Section V.C.3. Probationary employees are not eligible for
dependent leave.
K. Injury Leave
The City shall establish rules and procedures for
administration of an injury leave program for managerial and
administrative employees of the Police Department, Fire
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Department Combat -Division and employees of the Operations
Division of the Salt Lake City Airport Authority who are
required to carry firearms as part of their job, under the
following qualifications and restrictions:
1. The disability must have resulted from a documented
injury arising out of the discharge of official duties and/or
while exercising some form of necessary job related activity
as determined by the City (i.e., law enforcement, fire
fighting, medical services, etc.);
2. The employee must be unable to return to work due to
the injury as verified by a licensed physician acceptable to
the City;
3. The leave benefit must 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
worker's compensation, social security, long term disability,
or retirement benefits, or any form of governmental relief
whatsoever;
4. The aggregate value of benefits provided to
employees under this injury leave program shall not exceed the
total of $5,000 per employee; unless approved in writing by
the Mayor for extraordinary reasons or circumstances;
5. The City's Risk Management Section shall be
principally responsible for the review of injury leave claims,
provided that appeals from the decision of the Risk Management
Section may be reviewed by the Director of the Department of
Human Resource Management who may make recommendations to the
Mayor for final decision;
6. If an employee is eligible for worker's compensation
as provided by law; and is not receiving injury leave pursuant
to this provision, said employee may elect in writing to the
Director of Human Resource Management to use accumulated sick
leave and authorized vacation time to supplement the
employee's net salary.
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L. Career Incentive Leave
"300 series" employees, who have been in consecutive
full-time employment with Salt Lake City Corporation for more
than 20 years, and who have accumulated to his or her credit
1500 sick leave hours, may make a one time election to convert
up to one -hundred sixty (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.
M. Additional Leaves of Absence
Additional leaves of absence may be granted an eligible
employee at the discretion of the department head.
VI. INSURANCE
A. Group Insurance
Eligible employees of the City may participate in the
City's group insurance plan in conformity with and under the
terms of an insurance plan adopted by the Mayor covering such
employees. Retired City employees, and other persons may also
be permitted to participate in the plan under terms and
conditions set forth by the Mayor. The Mayor shall cause the
specific provisions of the group plan offered by the City to
be detailed and made available to the employees. The City may
deduct from each payroll all monies necessary to fund
employees' shares of insurance coverage and make all payments
necessary to fund the plan within budget limitations
established by the City Council.
All employees eligible to participate in the group
insurance plan shall be enrolled unless waivers are executed
by employees desiring exemption, in the form and manner and at
such times as the Mayor may direct.
B. Worker's Compensation
In addition to the foregoing, the Mayor may provide for
worker's compensation coverage to the employees under
19
applicable provisions of state statute, and other service
related disability plans compensating employees of the City
who are permanently and totally disabled while in the
discharge of their official duties as defined by the City's
Long Term Disability Programs.
C. Disability Compensation
Any eligible employee who is permanently and totally
disabled as defined by the City's long term disability program
(income protection plan) shall be entitled to disability
compensation pursuant to said Program.
The City, at its own expense, shall have the right and
opportunity to examine the person of any employee when and as
often as may reasonably be required during employment with the
City and during the pendency of a disability hereunder. No
employee refusing such examination shall be eligible for the
benefits provided by this paragraph.
Refusal to submit to treatment for disabilities shall be
grounds for termination of compensation specified hereunder.
When an injury for which compensation is payable under
this paragraph shall be caused by the wrongful act or neglect
of another employee of the City or person not in such
employment, the City may require an employee claiming
compensation hereunder as a condition of receipt of such
compensation, to assign to the City any action for damage
against such third person such injured employee may have.
VII. SEPARATION FROM SERVICE
A. Social Security Adopted. Exception.
The City hereby adopts the provisions of the Federal
Social Security system and applies and extends all of the
benefits of the old age and survivor's insurance of the Social
Security Act to eligible employees; provided, however, that
employees in the classified Civil Service of Salt Lake City in
the Fire and Police Departments shall be exempted from such
adoption, unless determined otherwise by the Mayor or unless
required by State or Federal Law.
20
B. Retirement Programs
The City hereby adopts the Utah State Retirement System
for providing retirement pensions to eligible employees. The
City may permit or require the participation of eligible
employees in it's retirement program(s) under terms and
conditions established by the Mayor (see Appendix "C"). Such
programs may include:
1. The Utah Public Safety Retirement System
(Contributory and Non -Contributory)
2. The Utah Firefighters Retirement System
3. The Utah State Public Employees' Retirement System
(Contributory and Non -Contributory)
4. Deferred Compensation Programs
5. Retirement Incentive Programs
The City may deduct, from wages and salaries of eligible
employees covered by this section, payroll deductions
determined by the Mayor to be necessary to fund employee
contributions to such programs. (See Appendix "C".)
C. Sick Leave Pay at Retirement
At retirement, an employee (or his or her estate, where
death follows retirement but precedes payment) shall be
eligible to receive a retirement benefit as stipulated in Salt
Lake City Ordinance No. 6 of 1989. Persons who retire under
the eligibility requirements of the Utah State Retirement
Systems and are not eligible under the above referenced
Ordinance will be paid in cash at their then current pay
scale, a sum equal to their daily rate of pay for 25 percent
(25%) of the accumulated sick leave days reserved for the
benefit of said employee at the date of his or her retirement.
In lieu of the above, employees may elect to convert sick
leave privilege to hospital and surgical coverage. Fifty
percent (50)0 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
21
allowance shall be subject to any state and federal income and
social security tax withholding required by law. An
employee's available dollar allowance determines the number of
months of medical and surgical coverage which may be
purchased. If insurance costs increase due to group
experience, the number of months of coverage will decrease.
Such sick leave retirement benefit shall also be
available to executive level employees who have not retired
from employment with the City when employment has been
terminated by death or resignation (provided that in the case
of death, benefits shall be payable to the employee's
survivor) occurring after the date the employee has become
eligible for full service retirement from the City.
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.
D. Layoffs
Whenever it is necessary to reduce the number of
employees performing an activity or function defined by the
Mayor or his designee within a City department because of lack
of work or lack of funds, the City shall minimize layoffs by
readjustment of personnel through reassignment of duty in
other departments.
1. Whenever layoffs are necessary, emergency, temporary,
probationary and hourly employees performing essentially the
same duties as the aforesaid work activity or functions being
reduced shall be laid off first.
2. Full-time salaried employees shall be the last to be
laid off in inverse order of the length of service of
employees in the same job classification performing the same
job functions and duties.
3. Full-time salaried employees designated for layoff or
actually laid off shall move into a vacant equal or lower
classification job position, wherever situated in the City,
for which the employee is qualified. Vacant means the
Department of Human Resource Management has received a request
to fill a position. Equal or lower classified means that the
maximum salary for the vacant position shall be less than or
22
equal to the maximum salary for the position being laid off.
Said employee, within the City department in which the layoff
occurs, may also bump less senior, full-time salaried,
temporary or probationary personnel (in a job position and
function previously and actually held by said laid off
employee) for a position said employee is currently qualified
and able to perform as determined by the Department of Human
Resource Management.
4. Employees who have been laid -off shall have rights
for a one year period to placement in any vacant job which is
at an equal or lower classification where they meet minimum
qualifications. They shall not be subject to any further
examination. Minimum qualifications of laid off job positions
shall remain unchanged for the same one year period not
restricting changes for bonafide business and operational
purposes.
5. Employees who have been laid off in accordance with
the above shall have the right to pre -bid on positions in the
100 and 200 series for a period of two years. They may also
bid with the same preference as City employees for 300 series
positions for the same two year period.
6. Eligible employees with ten (10) completed
consecutive years of City employment and who are subject to
layoff because of lack of work or lack of funds shall be
eligible for reimbursement of fifty percent (50)% of their
accumulated unused sick leave hours. Employees with more than
ten (10) complete consecutive years of City employment shall
receive an additional reimbursement of five percent (5%) of
accrued sick leave for each completed consecutive year of City
employment in excess of ten (10) years, not to exceed one
hundred percent (100%).
7. Persons in appointed positions are not eligible for
layoff benefits as they are considered at -will employees and
serve at the pleasure of the Mayor.
23
APPENDIX A
EXECUTIVE SALARY SCHEDULE
001 City Attorney
Director - Airports
002 Chief of Police
Director - Public Utilities
Director - Public Works
Fire Chief
003 Chief of Staff
Finance Director
Director - Community & Economic Development
Executive Director - City Council
Director - Parks & Recreation
Director - Human Resource Management &
Administrative Services
$4450 - $7058
$4450 - $7058
$4178 - $6627
$4178 - $6627
$4178 - $6627
$4178 - $6627
$3914 - $6209
$3914 - $6209
$3914 - $6209
$3914 - $6209
$3914 - $6209
$3914 - $6209
004 Deputy Director - Airport Engineering &
Maintenance $3560 - $5647
Major - Police $3560 - $5647
Superintendent - Waste Water $3560 - $5647
Deputy Fire Chief $3560 - $5647
Director - Redevelopment $3560 - $5647
Deputy Director - Airport Operations $3560 - $5647
Superintendent - Water $3560 - $5647
Deputy City Attorney $3560 - $5647
Planning & Zoning Division Manager $3560 - $5647
Management Information Systems Director $3560 - $5647
Deputy Director - Airport Finance &
Administration $3560 - $5647
Deputy Director - Public Utilities $3560 - $5647
005 Building & Housing Division Manager
City Prosecutor
Chief Engineer - Public Utilities
City Engineer
Superintendent of Streets & Sanitation
Transportation Engineer
Administrator - Public Utilities Finance
and Administration
Treatment and Environmental Administrator
006 Executive Assistant to the Mayor
Executive Assistant - Policy Development
Deputy Director - Parks
Chief Finance & Accounting Officer
Financial Manager
City Treasurer
Auditing & Reporting Manager
Fleet Services Manager
Deputy Director - Human Resources &
Administrative Services
Maintenance Administrator - Public Utilities
Water Quality Administrator
$3424 - $5267
$3424 - $5267
$3424 - $5267
$3424 - $5267
$3424 - $5267
$3424 - $5267
$3424 - $5267
$3424 - $5267
$3115 - $4941
$3115 - $4941
$3115 - $4941
$3115 - $4941
$3115 - $4941
$3115 - $4941
$3115 - $4941
$3115 - $4941
$3115 - $4941
$3115 - $4941
$3115 - $4941
APPENDIX B
Professional, Managerial & Administrative - '300 Series'
July 1, 1991
A
B
C
D
E
F
G
H
1
J
K
L
M
N
0
P
MIDPOINT
301
1,387
1,426
1,465
1,505
1,546
1,589
1,633
1,678
1,723
1,772
1,820
1,869
1,921
1,975
2,028
2,084
1735.55
302
1,422
1,462
1,502
1,543
1,585
1,629
1,674
1,720
1,767
1,816
1,865
1,917
1,969
2,024
2,080
2,137
1779.84
303
1,458
1,499
1,540
1,582
1,625
1,671
1,716
1,763
1,812
1,862
1,913
1,965
2,020
2,075
2,132
2,191
1824.65
304
1,495
1,536
1,578
1,621
1,666
1,712
1,759
1,807
1,857
1,908
1,960
2,015
2,069
2,127
2,185
2,245
1869.97
305
1,532
1,574
1,617
1,661
1,707
1,754
1,803
1,852
1,902
1,955
2,009
2,064
2,121
2,179
2,239
2,301
1916.32
306
1,572
1,615
1,659
1,705
1,752
1,800
1,850
1,900
1,953
2,006
2,062
2,119
2,176
2,236
2,298
2,361
1966.27
307
1,611
1,655
1,701
1,748
1,795
1,845
1,895
1,948
2,001
2,057
2,113
2,171
2,231
2,292
2,356
2,419
2015.20
308
1,650
1,695
1,742
1,790
1,840
1,890
1,942
1,995
2,050
2,106
2,164
2,224
2,285
2,347
2,412
2,479
2064.64
309
1,691
1,738
1,786
1,834
1,885
1,937
1,990
2,045
2,101
2,159
2,219
2,279
2,342
2,406
2,473
2,541
2116.14
310
1,733
1,781
1,830
1,881
1,932
1,986
2,040
2,096
2,154
2,212
2,274
2,336
2,401
2,467
2,535
2,604
2168.67
311
1,794
1,844
1,894
1,947
2,000
2,055
2,112
2,169
2,229
2,291
2,354
2,418
2,484
2,553
2,623
2,696
2244.89
312
1,856
1,908
1,959
2,014
2,069
2,126
2,185
2,244
2,306
2,369
2,435
2,502
2,570
2,641
2,714
2,788
2322.14
313
1,923
1,976
2,030
2,086
2,143
2,202
2,263
2,325
2,390
2,454
2,522
2,591
2,663
2,736
2,812
2,888
2405.57
314
1,990
2,045
2,101
2,159
2,218
2,279
2,342
2,406
2,472
2,540
2,610
2,682
i
2,755
2,831
2,910
2,989
2489.51
315
2,059
2,116
2,173
2,233
2,295
2,358
2,423
2,490
2,559
2,629
2,701
2,775
2,851
2,929
3,011
3,093
2576.03
316
2,132
2,191
2,251
2,313
2,376
2,442
2,509
2,578
2,649
2,721
2,796
2,874
2,953
3,033
3,117
3,203
2667.70
317
2,206
2,267
2,329
2,394
2,460
2,527
2,597
2,668
2,741
2,816
2,894
2,974
3,055
3,139
3,226
3,315
2760.40
318
2,282
2,345
2,410
2,476
2,544
2,614
2,686
2,759
2,836
2,914
2,994
3,077
3,161
3,248
3,337
3,429
2855.68
319
2,385
2,451
2,518
2,587
2,658
2,732
2,807
2,884
2,963
3,045
3,129
3,215
3,303
3,394
3,488
3,583
2984.43
320
2,493
2,562
2,632
2,704
2,778
2,855
2,933
3,014
3,097
3,182
3,269
3,359
3,452
3,546
3,644
3,744
3118.33
321
2,606
2,678
2,751
2,827
2,905
2,985
3,066
3,151
3,237
3,327
3,418
3,512
3,609
3,708
3,810
3,915
3260.47
322
2,722
2,797
2,874
2,953
3,034
3,118
3,203
3,292
3,383
3,475
3,571
3,669
3,770
3,874
3,980
4,089
3405.70
323
2,845
2,923
3,003
3,086
3,171
3,258
3,348
3,440
3,534
3,632
3,732
3,834
3,940
4,048
4,159
4,273
3559.17
324
2,974
3,055
3,139
3,226
3,315
3,405
3,499
3,596
3,695
3,796
3,901
4,008
4,118
4,231
4,348
4,467
3720.36
325
3,106
3,192
3,280
3,370
3,463
3,558
3,655
3,756
3,859
3,966
4,075
4,187
4,302
4,420
4,541
4,667
3886.71
326
3,247
3,336
3,428
3,522
3,618
3,718
3,820
3,925
4,033
4,145
4,258
4,375
4,496
4,620
4,746
4,877
4061.81
RETIREMENT SYSTEM
Utah State Retirement
System Contributory
APPENDIX C
RETIREMENT CONTRIBUTIONS FY 91/92
EMPLOYEE'S SHARE
TOTAL TOTAL GRAND
PAID BY PAID BY EMPLOYEE EMPLOYER TOTAL
EMPLOYEE CITY CONT CONT CONT
-0- 6.00% 6.00% 4.27% 10.27%
Utah State Retirement
System Non -Contributory -0- 8.26% -0- 8.26% 8.26%
Utah Public Safety
Retirement System
Contributory
4.34%
Utah Public Safety
Retirement System 1.84%
9.40% 13.74%
11.90% 13.74%
21.29% 35.03%
21.29% 35.03%
Utah Public Safety
Retirement System
Executives -0- 13.74% 13.74% 21.29% 35.03%
Utah Public Safety
Non -Contributory
Retirement System -0- 34.20% -0- 34.20% 34.20%
Utah Firemen's
Retirement System 2.00%
12.81% 14.81%
7.50% 22.31%
Utah Firemen's
Retirement System
Officers & Executive -0- 14.81% 14.81% 7.50% 22.31%