062 of 1997 - Amending the Compensation Plan for 600 Series & 300 Series0 97-1
0 97-6
SALT LAKE CITY ORDINANCE
No. 62 of 1997
(Amending Salt Lake City Ordinance No. 30 of 1997
which approved the Compensation Plan for
"600 Series" and "300 Series" Exempt and Non -Exempt
Professional Employees of Salt Lake City)
AN ORDINANCE AMENDING SALT LAKE CITY ORDINANCE NO. 30
OF 1997 WHICH APPROVED THE COMPENSATION PLAN FOR "600
SERIES" AND "300 SERIES" EXEMPT AND NON-EXEMPT PROFESSIONAL
EMPLOYEES OF SALT LAKE CITY.
Be it ordained by the City Council of Salt Lake City, Utah:
SECTION 1. PURPOSE. The purpose of this Ordinance is to approve
the attached amendment to the Compensation Plan for "600 Series" and
"300 Series" Exempt and Non -Exempt Professional Employees of Salt Lake
City adopted by Salt Lake City Ordinance No. 30 of 1997. 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 publication of the
Ordinance.
SECTION 3. EFFECTIVE DATE. This Ordinance shall be deemed
effective on first publication.
Passed by the City Council of Salt Lake City, Utah, this 14th day of
October , 1997.
ATTEST:
IEF D PUTY ITY C RD R
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Transmitted to the Mayor on October 15, 1997
Mayor's Action: xxx Approved. Vetoed.
ATTEST:
CHIEF DEPUTY CITY F
(SEAL)
ECORDER
Bill No. 62 of 1997.
Published: October 21, 1997 .
ATTORNEY\ORDINA97\Amending 300-600 comp plan.doc
MAYOR 13'Ata
APPROVED AS TO F i-1M
Salt Lake City Attorney's Office
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COMPENSATION PLAN FOR SALT LAKE CITY CORPORATION "600 SERIES" AND
"300 SERIES" EXEMPT AND NON-EXEMPT PROFESSIONAL EMPLOYEES.
I. EFFECTIVE DATE
The provisions of this plan shall be effective, commencing
July 1, 1997.
II. EMPLOYEES COVERED BY THIS PLAN
Employees subject to this plan shall be Full -Time, Regular
Part -Time and Job Sharing City employees, classified as "600
Series" and "300 Series" "Exempt and Non -Exempt
Professional" employees.
III. WAGES AND SALARIES
A. Determination.
1. To the degree that funds permit, employees
classified as "600 Series" and "300 Series"
"Exempt Professional" or "Non -Exempt Professional"
employees shall be paid salaries that:
a. Achieve equal pay for equal work; and
b. Attain comparability of City salary ranges to
salary ranges used by other public employers
and private enterprises for similar work.
2. Based on periodically conducted market surveys,
the Mayor shall determine the comparability of
City salary ranges to salary ranges used by other
public employers and private enterprises for
similar work. The surveys shall include a
reasonable cross section of comparable benchmark
positions in private and public organizations of
generally similar size, breadth of functional
responsibility, and, for public entities,
comparable governance structures.
3. Salary surveys shall measure total compensation
including salaries and wages, bonuses, paid leave,
group insurance plans, retirement, and all other
benefits provided to City employees.
4. The compensation plans may provide salary range
widths that reflect the normal growth and
productivity potential of employees within a job
classification.
5. The Mayor shall develop policies for the
administration of the pay plans.
6. The pay administration policies may provide for
annual salary adjustments which, subject to
availability of funds, generally reflect the
practices of private enterprise to allow for
faster salary growth in the bottom half, of pay
ranges and slower growth in the upper half as
warranted by maturity of job skills within a job
classification and satisfactory performance of job
duties and responsibilities.
B. Schedules.
1. Employees shall, for purposes of this compensation
plan and its wage schedules, be referred to as
either "Exempt Professional" (600 Series)
employees or "Non -Exempt Professional" (300
Series) employees.
a. As used in this Compensation Plan, "Exempt
Professional" employees shall mean
Professional employees who are defined by
§213 of the Fair Labor Standards Act (the
"Act") as exempt from the Act's overtime
provisions. These employees are paid on a
salary basis which means that the pay is not
subject to variations in the quantity of
hours worked except as otherwise allowed by
law.
b. As used in this Compensation Plan, "Non -
Exempt Professional" employees shall mean
Professional employees who are covered by the
overtime provisions of the Act.
2. Effective July 1, 1997, Full -Time "600 Series"
Exempt Professional employees shall be paid
monthly salaries according to the salary schedule
attached as Appendix "A."
3. Effective July 1, 1997, Full -Time "300 Series"
Non -Exempt Professional employees shall be paid
monthly salaries according to the salary schedule
attached as Appendix "B."
C. Other Compensation. The foregoing shall not restrict
the Mayor from distributing appropriated monies to
employees of the City in the form of retirement
contributions; or special lump sum supplemental
payments in recognition of weather -related emergencies,
special projects or other extraordinary circumstances.
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Special lump sum payments are recommended by the
department directors and are subject to the Mayor's
approval. Additionally, nothing in the foregoing shall
restrict the Mayor from classifying or advancing
employees under rules established by the Mayor.
IV. LONGEVITY PAY
A. Eligibility. Full -Time employees who have completed 6
consecutive full years of employment with the City,
shall receive a monthly longevity benefit in the sum of
$50.00. Said benefit shall be $75.00 per month for
employees who have completed 10 consecutive full years
of employment with the City. Said benefit shall be
$100.00 per month for employees who have completed 16
full years of employment with the City. Said benefit
shall be $125.00 per month for employees who have
completed 20 full years of employment with the City.
The computation of longevity pay shall be based on the
most recent date the person became a full time salaried
employee.
B. Base Pay. Longevity paid to Full -Time employees
pursuant to paragraph IV.A shall be deemed included
within base pay for purposes of pension contributions.
V. OVERTIME COMPENSATION
A. Payment of Overtime Compensation. Non-exempt "300
Series" employees who are authorized and required by
their supervisors to perform City work on an overtime
basis according to City policy shall be compensated by
pay or compensatory time off under rates and procedures
established by said policy. Only hours actually worked
shall be used in the calculation of overtime. It shall
be at the discretion of the Department Director,
subject to the limitations of the Fair Labor Standards
Act and City policy, to determine whether an employee
receives cash payment or compensatory time off. All
overtime work must be pre -authorized. In no case shall
overtime compensation exceed the rate of 1-1/2 times an
employee's regular hourly rate of pay.
VI. EDUCATION AND TRAINING PAY
A. Education Incentives. The Mayor may adopt programs to
promote employee education and training, provided that
all compensation incentives under such programs are
authorized within appropriate budget limitations
established by the City Council.
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VII: WAGE DIFFERENTIALS
A. Call-back and Standby. Full -Time "300 Series"
employees may receive call-back and standby
compensation based on Department Director approval and
the following guidelines:
1. Full -Time "300 Series" employees may be eligible
for 3 hours of pay at a straight time rate as
extra compensation when required to perform any
authorized call-back work.
2. Full -Time "300 Series" employees may be eligible
for: (1) 2 hours of straight time pay for each 24
hour period of limited standby status; or (2) 2
hours straight time pay for each 12 hour period of
limited standby status if they are Airport
Authority and Public Utilities employees.
B. Shift Allowance. Full -Time "600 Series" employees who
work a regularly scheduled swing shift or night shift
during a month will receive a monthly allowance of
$110.00.
C. Shift Differential. Full -Time "300 Series" employees
who work a regularly scheduled swing shift or night
shift will receive a shift differential of $.62 an
hour.
VIII. ALLOWANCES
A. Meal Allowance. Employees shall be eligible for meal
allowances in the amount of $8.00 when said employees
work 2 or more hours, as pre -approved by their
supervisor, consecutive to their normally scheduled
shift. Said employees may also receive $8.00 for each
additional 4 hour consecutive period of work which is
in addition to the normally scheduled work shift.
B. Business Expenses. City policy shall govern the
authorization of employee advancement or reimbursement
for actual expenses reasonably incurred in the
performance of City business. Advancement or
reimbursement shall be approved only for expenses
documented and authorized in advance within budget
limitations established by the City Council.
C. Automobiles.
1. The Mayor may authorize, subject to the conditions
provided in City policy, an employee to utilize a
City vehicle on a take-home basis, and shall
require said employee to reimburse the City for a
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portion of the take-home vehicle cost as provided
in City ordinance.
2. Employees who are authorized to use, and who do
use, privately owned automobiles for official City
business shall be reimbursed for the operation
expenses of said automobiles at the rate specified
in City policy.
D. Uniform Allowance. Employees shall be provided the
following monthly uniform allowances when required to
wear uniforms in the performance of their duties:
1. Field Supervisor (Parking Enforcement) -- $50.00
2. Non -sworn police employees -- $50.00.
3. Non -sworn 300 series fire department employees --
$50.00.
4. Uniform allowances are provided if the employees
maintain their uniforms in reasonably good, clean,
neat and pressed condition. Uniforms shall have
proper identification and insignias and shall not
be frayed or unsightly. Uniforms shall be in full
compliance with applicable Department regulations.
Failure to maintain the uniform in accordance with
the above shall be grounds for disciplinary
action, including forfeiture of uniform allowances
provided in this paragraph VIII.D.
E. Allowances for Golf Professionals. The Mayor may,
within budgeted appropriations, authorize golf lesson
revenue sharing between the City and employees
classified as golf professionals and assistant golf
professionals as business needs and market surveys
dictate.
IX. HOURS OF SERVICE
A. Hours Worked. For Full -Time "300 Series" employees, 40
hours shall constitute a normal work week except for
work incentive programs approved by the City. Overtime
work is to be discouraged. In case of emergency or
whenever public interest demands, an employee may be
required to perform overtime work by a Department
Director.
This paragraph shall not be construed to limit or
prevent the City from changing or establishing work
shifts as the need arises or to guarantee employees 40
hours work per week. The City has adopted variable 40
hour work week schedules including 8 hour, 10 hour, and
12 hour shifts. It is the intent of the City to give
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reasonable notice of any work schedule and shift
changes to all affected employees. A shift change
shall mean a change from one permanent shift (day
shift, swing shift, graveyard shift) to another
permanent shift. An emergency shall be deemed as an
act of God, such as earthquakes, floods, and tornados
or any unforeseen circumstance defined by the Mayor, a
Department Director, or the Salt Lake Emergency
Management Plan.
B. Rest Periods. Employees shall be entitled to a 15
minute rest period during each consecutive 4 hour
working period, which time shall be included within the
work shift, except where extraordinary circumstances
render such break impracticable. A reasonable effort
shall be made to provide such breaks near the middle of
each 4 hour work period; provided, however, there shall
be no additional compensation paid to employees
electing or required to forego such rest period.
C. Meal Period. Employees shall be granted, not to
exceed, a 60 minute lunch period during each work
shift; provided, however, said lunch period shall be
scheduled in accordance with the operational needs of
the Department as determined by the shift supervisor.
An employee shall not be compensated for such periods
unless the employee is required by the supervisor to be
on the work site, or perform any work during such time.
In lieu of payment, the employee may, with the consent
of the supervisor, end the work shift early by the same
number of minutes worked into the lunch break.
X. HOLIDAYS AND VACATION
Full -Time employees shall receive holidays and vacation as
provided in this paragraph X. The Mayor shall provide, by
policy, the specific terms and conditions upon which such
holidays and vacation are to be made available to employees.
A. Holidays.
1. The following days shall be recognized and
observed as holidays for Full -Time employees
covered by this plan. Such Full -Time employees
shall receive their regular rate of pay for each
of the unworked holidays:
a. The first day of January, called New Year's
Day.
b. The third Monday of January, the anniversary
of the birth of Martin Luther King.
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c. The third Monday in February, observed as
President's Day.
d. The last Monday of May, called Memorial Day.
e. The fourth day of July, called Independence
Day.
f. The twenty-fourth day of July, called Pioneer
Day.
g. The first Monday in September, known as Labor
Day.
h. The second Monday in October, known as
Columbus Day.
i. The eleventh day of November, known as
Veteran's Day.
J.
The fourth Thursday in November, known as
Thanksgiving Day.
k. The twenty-fifth day of December, called
Christmas.
1. One personal holiday shall be taken upon
request of the employee at the discretion of
the supervisor.
2. When any holiday listed above falls on a Sunday,
the following business day shall be considered a
holiday. When any holiday listed above falls on a
Saturday, the preceding business day shall be
considered a holiday. In addition to the above,
any day may be designated as a holiday by
proclamation of the Mayor 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. Columbus Day may be celebrated within 50 days
following the date of its actual occurrence as
specified in this paragraph; provided, however, an
employee may celebrate said Columbus Day on a day
other than specified herein if a written request
is approved in writing by the employee's
supervisor, who shall have the discretion to
approve any such request.
B. Vacations.
1. Full -Time employees shall be entitled to receive
their regular salaries during vacation periods
earned and taken in accordance with the provisions
in this paragraph; provided, that no employee
shall be entitled to any vacation unless the
employee has successfully completed their initial
probationary period.
2. For Full -Time employees, the following schedule
shall apply:
Completed years
of Consecutive
City Service
Hours of Vacation Accrued
Per Biweekly
Pay Period
0 to end of year 3 3.08
4 to 6 3.69
7 to 9 4.62
10 to 12 5.54
13 to 15 6.15
16 to 19 6.77
20 or more 7.69
3. Full -Time employees may accumulate vacations,
according to the length of their full-time,
consecutive, years of employment with the City up
to the following maximum limits:
After 6 months Up to 30 days
After 9 years Up to 35 days
After 14 years Up to 40 days
"Days," herein, means "8 hour" days.
Any vacation accrued beyond said maximums shall be
deemed forfeited unless utilized prior to the end
of the calendar year in which the maximum has been
accrued.
4. 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
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upon favorable written recommendation of the
employee's Department Director.
Said purchase of accrued vacation time may be
authorized, in the discretion of the City, when,
in its judgment, it is demonstrated that:
a. The cash payment in lieu of vacation time use
shall not interfere with an employee's
performance or create an unreasonable
hardship on said employee.
b. There is a demonstrated need for the City to
retain the services of, the employee for said
vacation time.
c. There are sufficient funds in the Department
budget to pay for the vacation time as
certified by the City Management Services
Director or designee, without disturbing or
interfering with the delivery of City
services.
d. The amount to be paid for any such purchase
of vacation time as provided herein shall be
based on the wage or salary rate of the said
employee at the date of approval by the City.
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.
e. 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.
XI. SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE.
A. Prior to November 16, 1997. Prior to November 16,
1997, Full -Time employees shall receive leaves of
absence related to their illnesses, injuries or their
dependents' illnesses or injuries under a plan as
provided in paragraph XI.E. (Plan "A.")
B. Election of Optional Plan. Effective November 16,
1997, there shall be available to Full -Time employees
an optional plan for personal leave as provided in
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paragraph XI.F. (Plan "B.") In order to be covered by
Plan "B":
1. The Full -Time employee must have been hired before
November 16, 1997.
2. The Full -Time employee must, between July 15, 1997
and October 15, 1997, sign and deliver to Human
Resource Management a written authorization form
electing to be covered by Plan "B" rather than
Plan "A."
C. Employees Who Do Not Elect Plan "B." Full -Time
employees who do not elect to be covered by Plan "B" as
provided herein, shall continue to be covered under
Plan "A."
D. Full -Time Employees Hired on or after November 16,
1997. Full -Time employees hired on or after November
16, 1997 shall be covered by Plan "B".
E. Plan "A."
1. Sick Leave.
a. Sick leave shall be provided for Full -Time
employees under this Plan "A" as insurance
against loss of income when an employee is
unable to perform assigned duties because of
illness or injury. The Mayor may establish
rules governing the interfacing of sick leave
and worker's 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.
Authorized and unused sick leave may be
accumulated from year to year subject to the
limitations of this plan.
c. Under this Plan "A," Full -Time employees who
have accumulated 30 sick leave days (240
hours) may choose to convert a portion of the
sick leave grant from any given year to
vacation under the following schedules:
(1) Full -Time employees may convert up to 64
accrued and unused sick leave hours to
vacation based on the schedule below.
(a) For employees working 8 hour
shifts:
10
Number of Sick
Leave Hours Used
During Previous
Calendar Year
0
8
16
24
32
40
More than 40
Number of Sick
Leave Hours
Eligible for
Conversion
64
56
48
40
32
16
0
(b) For Employees Working 10 Hour
Shifts:
Number of Sick
Leave Hours Used
During Previous
Calendar Year
0
10
20
30
40
50
More than 50
Number of Sick
Leave Hours
Eligible for
Conversion
64
54
44
34
24
14
0
(c) For Employees Working 12 Hour
Shifts:
Number of Sick
Leave Hours Used
During Previous
Calendar Year
0
12
Number of Sick
Leave Hours
Eligible for
Conversion
64
52
11
24 40
36 28
48 16
60 4
More than 60 0
(2) Any election by an employee to convert
sick leave to vacation time must be made
by notifying 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 privileges shall be
deemed waived for that calendar year.
In no event shall sick leave days be
converted from other than the current
year's sick leave allocation.
(3) Any sick leave hours, properly converted
to vacation benefits as above described,
shall be deemed to be taken prior to any
other vacation hours to which the
employee is entitled;provided, however,
that in no event shall any sick leave
converted to vacation be entitled to any
pay or compensation upon an employee's
termination. Any sick leave converted
to vacation remaining unused at the date
of termination or retirement shall be
forfeited by the employee.
d. Authorized and unused sick leave may be
accumulated from year to year.
e. Employees who have accrued at least 80 hours
sick leave may be allowed to use no more than
16 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.
2. Hospitalization Leave
a. In addition to the sick leave authorized
herein, a Full -Time employee under this Plan
"A" shall be entitled to 30 days
hospitalization leave each calendar year,
provided that such leave may be taken only
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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 prescribed by the Mayor. Hospital
leave shall not accumulate from year to year.
b. Each employee who takes authorized
hospitalization leave shall continue to
receive their regular salary during absence
from work for the periods set forth in this
paragraph.
c. The Mayor may establish rules which extend
hospitalization leave to circumstances where
an employee receives medical treatment on an
outpatient basis, in lieu of hospital
confinement.
3. Bereavement Leave
a. Under this Plan "A" time off with pay will be
granted to a Full -Time employee who suffers
the loss of a wife, husband, child, mother,
father, brother, sister, father-in-law,
mother-in-law, son-in-law, daughter-in-law,
grandfather, grandmother, grandchild, or
stepchild, stepmother, stepfather,
stepbrother or stepsister. 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, not to exceed
5 working days. Employees will be permitted
one additional day of funeral leave on the
day 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,
on request, be furnished by the employees to
their supervisor.
b. 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 one shift.
c. In the event of death of friends or relatives
not listed above, an employee may be granted
time off without pay while attending the
funeral services for such person, not to
exceed 4 hours, subject to the approval of
their immediate supervisor.
d. In the event the death of any member of the
immediate family as set forth in this
paragraph XI.E.3 occurs while an employee is
on vacation, their vacation will be extended
by the amount of time authorized as funeral
leave under said paragraph.
e. The provisions of this paragraph shall not be
applicable to employees who are on leave of
absence other than vacation leave.
4. Dependent Leave.
a. Under Plan "A" dependent Leave may be
requested by a Full -Time employee covered by
this Compensation Plan for the following
reasons:
1. Becoming a parent through birth or
adoption of a child or children.
2. Due to the hospitalization of the
employee's child, spouse, or parent.
3. To care for an employee's ill or injured
child, spouse or parents.
b. 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. 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 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
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physician in the event of
hospitalization, injury or illness of a
child, spouse or parent within 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 paragraph provided, however, that
40 hours of dependent leave used during
the fiscal year will not affect the sick
leave conversion options as outlined in
paragraph XI.E.1.c. Probationary
employees are not eligible for dependent
leave.
5. Career Incentive Leave. 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, 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 Lease must be taken prior to retirement.
Sick leave hours converted to Career Incentive
Lease will not be eligible for a cash payout upon
termination or retirement even though the employee
has unused Career Incentive Leave hours available.
6. Retirement Benefit.
a. At retirement, a Full -Time employee covered
under Plan "A" (or the employee's estate,
where death follows retirement, at any time,
but precedes payment) shall be eligible to
receive a retirement benefit as stipulated in
Salt Lake City Ordinance No. 57 of 1992
(Section 2.52.025 of the Salt Lake City
Code). 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%
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. 50% of the sick leave hours
available at retirement may be converted to a
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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 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. 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.
c. Retirement benefits provided in this
paragraph XI.E.6 are subject to appropriation
of funds. Further, the City Council may, at
any time, amend, modify or repeal Section
2.52.025 of the Salt Lake City Code.
F. Plan "B."
1. Under this Plan "B," 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, subject to the operational requirements of
the City.
2. Each Full -Time employee under this Plan "B" shall
be awarded, at the beginning of the second pay
period of November in each calendar year, personal
leave hours based on the following schedule:
Months of Hours of Personal
Consecutive Leave
City Service
Less than 6
Less than 24
24 or more
40
60
80
3. On or before the beginning of the second period of
November in each calendar year, employees covered
by Plan "B" may elect, by notifying Human Resource
Management in writing, to:
a. Convert any unused personal leave hours
available at the end of the first pay period
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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 shall be paid to the employee
at 50 percent of the hourly base wage rate on date
of termination for each unused hour subject to
appropriation of funds. For purposes of this
benefit, personal leave will be prorated based on
when, in the calendar year, the employee
terminates employment with the City.
6. Conditions on Use of Personal Leave are:
a. Minimum use of personal leave is one hour.
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. Under this Plan "B," time off
with pay will be granted to a Full -Time employee
who suffers the loss of a wife, husband, child,
mother, father, brother, sister, father-in-law,
17
mother-in-law, son-in-law, daughter-in-law,
grandfather, grandmother, grandchild, or
stepchild, stepmother, stepfather, stepbrother or
stepsister. 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, not
to exceed 5 working days. Employees will be
permitted one additional day of funeral leave on
the day 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, on request, be furnished by the
employees to their supervisor.
8. Career Enhancement Leave. 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, stating the purpose of the request and how
the leave is intended to benefit the City. The
request must be approved by the Department head
and by the Human Resources Director.
9. Severance Benefit.
a. Full -Time employees covered under Plan "B"
who are hired before November 16, 1997, and
who elect in writing during the period
between July 15, 1997 and October 15, 1997,
as provided in paragraph XI.B.2 to be covered
under Plan "B," shall have a severance
account equal to sixty percent of their
accummulated unused sick leave hours
available on November 16, 1997. The
conversion percentage in future enrollment
periods may vary.
b. After November 16, 1997, the employee shall
have no other accumulated sick leave except
for those hours in the severance account.
c. Payment of the Severance Account.
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(1) All of the hours in the severance
account shall be payable at retirement
or layoff as follows: The employee
shall be paid the employee's hourly rate
of pay on date of termination or layoff
for each hour in the employee's
severance account subject to
appropriation of funds.
(2) In the case of retirement only, in lieu
of the above, Full -Time employees may
elect to convert the severance account
payment as provided herein to hospital
and surgical coverage. Such payment
shall be subject to any state and
federal income and social security tax
withholding required by law. An
employee's available 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.
d. Because of this severance benefit, employees
covered by Plan "B" shall not be eligible for
any benefits under Section 2.52.025 of the
Salt Lake City Code.
e. Hours may be withdrawn from the severance
account for emergencies after personal leave
hours are exhausted, and with approval of the
employee's supervisor. Severance account
hours may also be used as a supplement to
Workers Compensation benefits which, when
added to the employees' workers' compensation
benefits, equals the employee's regular net
salary. The employee must make an election
in writing to the Director of Management
Services to use severance account hours as to
supplement workers' compensation benefits.
10. On January 1, 1998, employees under this Plan "B"
may convert sick leave accrued and unused from
January 1, 1997 to November 15, 1997 to vacation
according to the schedule provided in paragraph
E.1.C.
11. Short Term Disability Insurance. Protection
against loss of income when an employee is absent
from work due to short term disability shall be
provided to Full -Time employees covered under Plan
"B" through short term disability insurance (SDI).
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There shall be no cost to the employee for SDI.
SDI shall be administered in accordance with the
terms determined by the City. As one of the
conditions of receiving SDI, the employee may be
required to submit to a medical examination.
XII. MILITARY LEAVE AND JURY DUTYA. Military - Entry
Into Service. Employees 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.
B. 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
not in excess of 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 11 working days
per calendar year spent in such training.
C. Leave for Jury Duty. 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.
XIII. INJURY LEAVE
A. Injury Leave. The City shall establish rules governing
the administration of an injury leave program for
employees of the Operations Division of the Airport
20
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;
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 Risk Manager shall be principally
responsible for the review of injury leave claims
provided that appeals from the decision of the
City's Risk Manager may be reviewed by the
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,
said employee may elect in writing to the Director
of Management Services to use either accumulated
sick leave or hours from the severance account, if
applicable and authorized vacation time to
supplement workers' compensation so that the
employee is receiving the employee's regular net
salary.
XIV. ADDITIONAL LEAVES OF ABSENCE.
Full -Time employees requesting leave for anticipated or
short-term disability, such as maternity, surgery, or other
medical reason, shall be allowed to take up to 6 months
unpaid leave without loss of seniority or position at the
discretion of the Department Director.
21
Additional leaves of absence may be granted an employee at
the discretion of the Department Director.
XV. INSURANCE
A. Group Insurance. 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' share of insurance coverage and make all
payments necessary to fund the plan within budget
limitations established by the City Council.
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.
XVI. WORKERS COMPENSATION
A. In addition to the foregoing, the Mayor may provide for
worker's compensation coverage to the employees under
applicable provisions of State statute, and other
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 Program.
B. The City will use reasonable efforts to make "light
duty" work available to employees injured ont he job as
defined by the Worker's Compensation laws, provided
that the employees are able to perform the "light duty"
work and the employees have presented a release by
their physician to the City certifying that the
employees are able to work.
XVII. LONG TERM DISABILITY COMPENSATION
A. Optional long term disability is available to employees
eligible under the City's Long Term Disability Program
(Income Protection Program).
B. 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 necessary during
employment with the City and pendency of a disability
hereunder. No employee refusing such examination shall
22
be eligible for the benefits provided by this
paragraph.
C. Refusal to submit to treatment for disabilities shall
be grounds for termination of compensation specified
hereunder.
D. 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 the injured
employee may have.
XVIII. LIGHT DUTY.
An employee shall be allowed, by the applicable Department
Director, if practical, palcement in a light duty position
while recovering from a temporary disability.
XIX. SEPARATION FROM SERVICE
A. Social Security Adopted. Exception. 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, unless determined otherwise by the Mayor
or unless required by State or Federal law.
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. Such programs may include:
1. The Utah State Public Employees' Retirement System
(Contributory and Non -Contributory)
2. Deferred Compensation Programs
3. Retirement Incentive Programs
The City may deduct, as specified in Appendix "C," from
wages and salaries of employees covered by this
paragraph, payroll deductions determined by the Mayor
to be necessary to fund employee contributions to such
programs.
C. Layoffs. Whenever it is necessary to reduce the number
of employees performing an activity or function defined
by the Mayor or designee within a City department
23
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, hourly and Regular Part -
Time employees performing essentially the same
duties as the aforesaid work activities or
functions being reduced shall be laid off first.
2. Full -Time salaried employees shall be the last to
be laid off in inverse order of the length of
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 Office of
Employee Services has received a request to fill a
position. Equal or lower classification means
that the maximum salary for the vacant position
shall be less than or equal to the maximum salary
for the position being laid off. Said employee,
within the City Department in which the layoff
occurs, may also bump the least senior, Full -Time
employees or probationary employees (in a job
position and function previously and actually held
by said laid off employee regardless of whether
the job title or classification has since changed)
for a position said employee is currently
qualified and able to perform as determined by the
Department of Human Resources.
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
unless required by Utah law. Minimum
qualifications of laid off job positions shall
remain unchanged for the same one year period not
restricting changes for bona fide 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 2 years. They may also apply with the
same preference as City employees for "300" and
"600" Series positions for a 2 year period.
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6. Employees who are subject to layoff because of
lack of work or lack of funds shall be eligible to
receive, subject to appropriation of funds:
a. One hundred percent of their accumulated
unused sick leave hours, if covered under
paragraph XI.E. (Plan "A"); or
b. One hundred percent of their severance
account if covered under paragraph XI.F (Plan
"B").
c. Accrued unused personal leave at 50% of the
employees' base hourly rate, if covered under
paragraph XI.F (Plan "B").
7. Employees in appointed positions are not eligible
for layoff benefits because they are "at will"
employees.
XX. TERMINATION DUE TO RESIGNATIONS OR OTHERWISE
Every employee whose employment is terminated by resignation
or otherwise shall be entitled to be paid for:
A. Earned vacation time accrued, unused, and unforfeited
as of the date of termination; and
B. Unused compensatory time off.
XXI. RECOGNITION OF THE PROFESSIONAL EMPLOYEES COUNCIL
The City recognizes the Professional Employees Council (PEC)
to maximize input into decisions regarding this Compensation
Plan.
XXII. 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.
25
XXIII. AUTHORITY OF THE MAYOR
Employees covered by this compensation plan may be
appointed, classified, and advanced under rules and
regulations promulgated by the Mayor, or the Civil Service
Commission, if applicable, within budget limitations
established by the City Council.
XXIV. JOB SHARING
1. Employees may be authorized, by the City, to job share
a Full -Time "300 Series" or "600 Series" position.
Under an authorized job share arrangement, the
employees involved shall, pursuant .to a written
agreement between them, equally share in the
compensation and benefits normally provided to the
Full -Time position that is being shared. The Full -Time
position that is being shared shall maintain its
classification and the compensation and benefits
equally shared shall be based on said classification.
2. A job share arrangement will not be authorized unless
the following occurs:
a. The employees, who are sharing a job, have
voluntarily entered into a written agreement
specifying the hours each will work and the equal
allocation of benefits and compensation between
them; and
b. The department director has approved the job
sharing arrangement.
XXV. REGULAR PART-TIME EMPLOYEES
A. "300 Series" and "600 Series" Regular Part -Time
employees are employees whose jobs regularly required
them to work twenty (20) or more but less than forty
(40) hours a week. Regular Part -Time employees do not
include seasonal employees and employees who job share
under paragraph XXIV.
B. Effective July 1, 1997, Regular Part -Time employees
shall be paid a wage equal to a prorated amount of the
salary of a similarly classified Full -Time employee as
specified in salary schedules in Appendices "A" and
.. B ...
C. Unless otherwise modified by the Mayor, Regular Part -
Time employees shall receive fifty percent (50%) of the
following benefits subject to the conditions provided
in this Plan:
26
1. Longevity Pay as specified in paragraph IV of this
Plan.
2. Education and Training Pay as specified in
paragraph VI of this Plan.
3. Leaves of Absences as specified in paragraphs X,
XI, XII, XIII and XIV of this Plan.
4. City's contribution to insurance premiums as
specified in paragraph XV of this Plan.
D. Regular Part -Time employees shall receive insurance
benefits as specified in paragraph XV, wage
differentials as specified in paragraph VII and
allowances as specified in paragraph VIII of this Plan.
E. Regular Part -Time employees may participate in
retirement programs as specified in paragraph XIX of
this Plan.
F. There shall be no cost to Regular Part-time employee
for Short-term Disability insurance. Short-term
disability benefits will be prorated.
ATTORNEY\DNION997\PA97600 9-4-97 amend-clean.DOC
27
APPENDIX A - EXEMPT PROFESSIONAL EMPLOYEES SALARY SCHEDULE
July 1, 1997
Grade Minimum Midpoint Maximum
601 2264 2830 3398
602 2364 2956 3549
603 2473 3086 3699
604 2584 3230 3875
605 2700 3375 4051
606 2821 3526 4232
607 2909 3767 4627
608 3096 3996 4895
609 3256 4201 5145
610 3466 4509 5551
611 3608 4695 5782
612 3798 4901 6004
613 4092 5280 6466
614 4329 5585 6842
615 4756 6136 7515
APPENDIX B - NON-EXEMPT PROFESSIONAL EMPLOYEES SALARY SCHEDULE
July 1,1997
Grade Minimum Midpoint Maximum
301 $1,622 $2,039 $2,457
302 $1,696 $2,121 $2,546
303 $1,774 $2,219 $2,664
304 $1,856 $2,330 $2,804
305 $1,941 $2,431 $2,922
306 $2,030 $2,539 $3,047
307 $2,135 $2,670 $3,205
308 $2,218 $2,772 $3,325
309 $2,317 $2,897 $3,476
310 $2,422 $3,028 $3,634
311 $2,536 $3,173 $3,810
312 $2,710 $3,431 $4,152
313 $2,831 $3,585 $4,338
314 $2,962 $3,749 $4,535
315 $3,093 $3,916 $4,738
APPENDIX C
UTAH STATE
RETIREMENT SYSTEM
UTAH STATE RETIREMENT CONTRIBUTIONS FY 97/98
EMPLOYEE TOTAL EMPLOYEE TOTAL
CONTRIBUTION CONTRIBUTION EMPLOYER GRAND TOTAL
PAID BY CITY CONTRIBUTION CONTRIBUTION
Public Employee Contributory
Retirement System 0 6.00% 6.50% 12.50%
Public Employee Non -Contributory
Retirement System 0 0 10.51 % 10.51%
Public Safety Contributory
Retirement System 4.34% 9.40% 21.82% 35.56%
Public Safety Contributory
Retirement System 1.84% 11.90% 21.82% 35.56%
Public Safety Contributory
Retirement System Executives 0 13.74 21.82% 35.56%
Public Safety Non -Contributory
Retirement System 0 0 33.68% 33.68%
Firefighter Contributory
Retirement System 0 16.71% 6.43% 23.14%
Executive Retirement
Department Heads 0 0 18% 18%
Specified Exempt Executives 0 0 13% 13%
Public Safety Chief 0 0 25% 25%