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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 1 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 2 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. 2 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. 3 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 4 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 5 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. 6 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 8 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 9 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 12 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 14 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 15 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 16 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. 18 (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). 19 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. 24 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%