054 of 1994 - Amending the Compensation Plan for for Professional Exempt and Non -Exempt Salt Lake City Corporatio0 94-1
0 94-10
SALT LAKE CITY ORDINANCE
No. 54 of 1994
(Amending the Compensation Plan for
for Professional Exempt and Non -Exempt
Salt Lake City Corporation Employees)
AN ORDINANCE AMENDING THE COMPENSATION PLAN FOR PROFESSIONAL
EXEMPT AND NON-EXEMPT SALT LAKE CITY CORPORATION EMPLOYEES WHICH
WAS ADOPTED BY SALT LAKE CITY ORDINANCE NO. 41 OF 1994.
Be it ordained by the City Council of Salt Lake City, Utah:
SECTION 1. PURPOSE. The purpose of this Ordinance is to
amend the Compensation Plan for Professional Exempt and Non -
Exempt Salt Lake City Corporation employees which was adopted by
Salt Lake City Ordinance No. 41 of 1994. Three copies of said
Compensation Plan shall be maintained in the City Recorder's
Office for public inspection.
SECTION 2. APPLICABILITY. The amendments to the
Compensation Plan shall not apply to employees whose employment
terminated prior to the effective date of the Ordinance.
SECTION 3. EFFECTIVE DATE. This Ordinance shall be deemed
effective on its first publication.
Passed by the City Council of Salt Lake City, Utah, this
5 day of July
ATTEST:
, 1994.
Otkv,_-4-4„0/14,4,-.
CHAIRPERSON
Transmitted to the Mayor on July 5, 1994
Mayor's Action:
ATTEST:
Chief De. t, I �' y'�RD R
G:\ORDINA94\ADOPEXEM
Bill 54 of 1994
XX Approve,{] V : toed
Published: July 13, 1994
MAYOR
2
APPROVED AS TO FORM
Salt Lake City Attorney's Office
Date
By,
J. Dependent Leave
1. Dependent Leave may be requested by an employee
covered by this Compensation Plan for the
following reasons:
a. Becoming a parent through birth or adoption
of a child or children.
b. Due to the hospitalization of the employee's
child, spouse, or parent.
c. To care for an employee's ill or injured
child, spouse or parents.
2. The following provisions apply to the use of
dependent leave:
a. Dependent leave may be granted with pay on a
straight time basis. Marriage to a spouse
with a child or children shall not be grounds
for leave granted under subparagraph 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.
b. 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.
c. The employee gives notice to his or her
supervisor as soon as possible under the
circumstances.
d. 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 5
calendar days following termination of such
leave.
e. 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 `:>':Q> rs:>:'d: ;ez de'
dlaiti :: ;<; use of
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dcpcndcnt lcavc will not affect the sick
leave conversion options as outlined in
paragraph X.C. Probationary employees are not
eligible for dependent leave.
K. Injury Leave
The City shall establish rules governing the
administration of an injury leave program for Exempt
and Non -Exempt Professional employees of the Police
Department, Fire Department Combat Division and Exempt
and Non -Exempt Professional employees of the Operations
Division of the Airport Authority who are required to
carry firearms as part of their jobs, 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 shall not exceed the value of
the employee's net salary during the period of
absence due to the injury, less all amounts paid
or credited to the employee as 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 per
injury; unless approved in writing by the Mayor
for extraordinary reasons or circumstances;
5. The City's Human Resource Management shall be
principally responsible for the review of injury
leave claims provided that appeals from the
decision of the Human Resource Management may be
reviewed by the Director of the Department of
Management Services who may make recommendations
to the Mayor for final decisions;
6. If an employee is eligible for worker's
compensation as provided by law; and is not
receiving injury leave pursuant to this provision,
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