007 of 1994 - Amending the Salt Lake City Corporation Compensation Plan for 300 Series and Executive Employees and0 94-1
0 93-17
SALT LAKE CITY ORDINANCE
No. 7 of 1994
(Amending the Salt Lake City Corporation
Compensation Plan for 300 Series and Executive
Employees and Elected Officials)
AN ORDINANCE AMENDING SECTION 2.52.010 OF THE SALT LAKE CITY
CODE, AS LAST AMENDED BY ORDINANCE NO. 78 OF 1993, RELATING TO
COMPENSATION OF SALT LAKE CITY CORPORATION 300 SERIES AND
EXECUTIVE EMPLOYEES AND ELECTED OFFICIALS.
Be it ordained by the City Council of Salt Lake City, Utah:
SECTION 1. That Section 2.52.010 of the Salt Lake City
Code, as last amended by Ordinance No. 78 of 1993, be, and is
hereby amended as follows:
2.52.010 Compensation Program Adopted.
A. The attached amended Compensation Plan for Salt Lake
City Corporation 300 Series and executive employees and elected
officials is hereby adopted as the official compensation plan for
said employees (hereinafter referred to as the "Plan"). Three
copies of said Plan or any amendment thereto shall be maintained
in the City Recorder's office for public inspection.
B. The Plan herein adopted and any amendment or
modification thereto shall not apply to employees whose
employment terminated prior to publication of the ordinance or to
the adoption of any amendment or modification to the Plan.
SECTION 2. This Ordinance shall be deemed effective on
March 1, 1994.
Passed by the City Council of Salt Lake City, Utah, this
1st day of March , 1994 .
04,,, 4,,,44,,,,,
CHAIRPERSON
ATTEST:
IEF'DEP T I RECO'DER
Transmitted to the Mayor on March 1, 1994
Mayor's Action:
ATTEST:
XX
Approved
IE iEP YCITY ECORDER
FMN:cc
Bill 7 of 1994
Published March 11, 1994
2
Vetoed
APPROVED AS TO FORM
Salt Lake City Attomey's Office
Date 2 - 8
By
COMPENSATION PLAN FOR SALT LAKE CITY CORPORATION "300 SERIES"
EMPLOYEES, EXECUTIVE EMPLOYEES, AND ELECTED OFFICIALS.
I. EFFECTIVE DATE
The provisions of this plan shall be effective, commencing
July 1, 1993.
II. EMPLOYEES COVERED BY THIS PLAN
Employees subject to this plan shall be the Elected
Officials and those full-time City employees classified as
"Executive" and "300 Series".
III. WAGES AND SALARIES
A. "300 Series" Employees
Employees classified as "300 Series" shall be paid
monthly salaries as specified in Appendix "A". During
the term of this plan, employees shall be eligible for
a merit increase on their anniversary date in
accordance with the salary schedule provided in
Appendix "A". All merit increases shall be conditioned
upon the employee's satisfactory performance of their
job requirements.
B. Elected Officials
The annual compensation of elected officials shall be
as follows:
Mayor $63,618.00
Council Members $12,874.00
C. Executive Employees
From July 1, 1993 to October 12, 1993, Executive
employees shall be paid within ranges provided in the
schedule attached hereto as Appendix "B". From and
after October 13, 1993, Executive employees shall be
paid within ranges provided in the schedule attached
hereto as Appendix "B-1".
D. Other Forms of Compensation
The foregoing shall not restrict the Mayor from
distributing appropriated monies to employees of the
City in the form of retirement contributions; lump sum
incentive payments to employees within per annum pay
limitations; or classifying and advancing employees
under rules established by the Mayor.
IV. LONGEVITY PAY
A. All 300 series employees of the City, 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 25 full years of employment with the
City. The computation of longevity pay shall be based
on the most recent date the person became a full time
salaried employee.
B. Executive employees shall not be eligible for longevity
benefits, unless authorized by order of the Mayor. The
longevity benefits for these employees have been
previously included within base pay.
V. OVERTIME COMPENSATION
A. 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. 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.
B. Executive employees do not receive overtime
compensation.
VI. CERTIFICATION INCENTIVE PAY
The Mayor may adopt programs to promote employee education
and training, provided that all compensation incentives
under such programs are authorized within appropriate budget
limitations established by the City Council.
VII. WAGE DIFFERENTIALS
300 Series non-exempt employees may receive call-back and
standby compensation, based on Department Director approval
and the following guidelines :
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A. Call-back. Non-exempt 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.
B. Standby. Non-exempt 300 Series employees may be
eligible for: (1) 2 hours of straight time pay for each
24 hour period of limited standby status if they are
General Fund employees; and (2) 2 hours straight time
pay for each 12 hour period of limited standby status
if they are Airport Authority and Public Utilities
employees.
VIII. ALLOWANCES
A. Meal Allowance. 300 Series employees shall be eligible
for meal allowances in the amount of $4.50 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 $4.50
for each additional 4 hour consecutive period of work
which is in addition to the normally scheduled work
shift.
B. Business Expenses. The Mayor shall adopt rules
governing 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, under City policy, an
employee to utilize a City vehicle on a take-home
basis, and shall, as a condition of receipt,
require said employee to reimburse the City for a
portion of the take-home vehicle cost as provided
in City ordinance.
2. All employees who are authorized to use, and who
do use, privately owned automobiles for official
City business shall be reimbursed for the
operation expenses of said automobiles at a rate
of 25.5 cents per mile.
3. A car allowance may be paid to Department
Directors and other employees, as determined by
the Mayor, at a rate not to exceed $300 per month.
Such payment shall be in lieu of any mileage
allowance.
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D. Uniform Allowance. Employees shall be provided the
following monthly uniform allowances when required to
wear uniforms in the execution of their duties:
1. Field Supervisor (Parking Enforcement) -- $50.00
2. Non -sworn police employees -- $50.00.
3. Uniform allowances are provided on the condition
that 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 hereunder.
4. Fire Department Executive and 300 Series employees
of the combat division shall be provided uniforms
to the extent stated in Department policy number
122.
5. Uniforms for Police Executive and 300 Series
employees shall be provided to the extent stated
in Department policy.
E. K-9 Squad. Police 300 Series employees assigned to the
K-9 Squad, shall be provided a monthly allowance to the
extent stated in Department policy.
F. Other Allowances. The Mayor may, within budgeted
appropriations, authorize the payment of other
allowances, such as snow fighter pay, in extraordinary
circumstances (as determined by the Mayor) and as
dictated by City needs.
IX. HOURS OF SERVICE
A. Hours Worked
40 hours shall constitute a normal work
work incentive programs approved by the
Fire personnel. Overtime work is to be
In case of emergency or whenever public
demands, an employee may be required to
overtime work by a Department Director.
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week except for
City and combat
discouraged.
interest
perform
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
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, i.e., 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
All 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. No employee
shall be compensated for such periods unless the
employee is required by the supervisor to be on the
work site, and is required to perform any work during
such time, then such employee shall be paid for actual
time worked. 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. LEAVES OF ABSENCE
Employees shall receive leaves of absence as provided in
this paragraph X. The Mayor shall provide, by policy, the
specific terms and conditions upon which such leaves are to
be made available to employees.
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A. Holidays
The following days shall be recognized and observed as
holidays for employees covered by this plan. Such
employees shall receive their regular rate of pay for
each of the unworked holidays:
1. The first day of January, called New Year's Day.
2. The third Monday of January, the anniversary of
the birth of Martin Luther King.
3. The third Monday in February, observed as
President's Day.
4. The last Monday of May, called Memorial Day.
5. The fourth day of July, called Independence Day.
6. The twenty-fourth day of July, called Pioneer Day.
7. The first Monday in September, known as Labor Day.
8. The second Monday in October, known as Columbus
Day.
9. The eleventh day of November, known as Veteran's
Day.
10. The fourth Thursday in November, known as
Thanksgiving Day.
11. The twenty-fifth day of December, called
Christmas.
12. One personal holiday shall be taken upon request
of the employee at the discretion of the
supervisor.
When any holiday listed above falls on a Sunday, the
following business day shall be considered a holiday.
When any holiday listed above falls on a Saturday, the
preceding business day shall be considered a holiday.
In addition to the above, any day may be designated as
a holiday by proclamation of the Mayor and/or the City
Council.
No employee shall receive in excess of 1 day of holiday
pay for a single holiday. Employees must work or be on
authorized leave their last scheduled working hours
before and the next working day following the holiday
to qualify for holiday pay.
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Columbus Day may be celebrated within 50 days following
the date of its actual occurrence as specified in this
paragraph; provided, however, that 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.
Provided however, in lieu of days off for the above
holidays, 300 Series combat Fire employees shall be
granted 6 on duty 24-hour shifts off per year to be
taken at such times as approved by the Fire Chief.
B. Vacations
1. 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 300 Series employees (other than combat fire
personnel) and Executives (other than Department
Directors) 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. For "300 Series" employees in the combat division
of the Fire Department, the following schedule
shall apply:
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Completed Years Shifts of vacation per year
of Consecutive for Combat Fire
City Service Employees
0 to end of yr 3 5
4 to 6 6
7 to 9 7.5
10 to 12 9
13 to 14 10
15 to 19 11
20 or more 12
4. Notwithstanding the above, Department Directors
shall be eligible for 20 days vacation on January
1 of each of the first 14 years of employment with
the City and 25 days each January 1 thereafter.
5. Employees may accumulate vacations, (including
both accrued vacation and sick leave conversion
time), according to the length of their full-time,
consecutive, years of employment with the City up
to the following maximum limits:
After 6 months Up to 30 days
After 9 years Up to 35 days
After 14 years Up to 40 days
Department Up to 40 days
Directors
"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.
6. 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.
7. Vacation Buy Back. The City may purchase up to,
but not exceeding, 80 hours of earned and accrued
vacation time, to which an employee is entitled as
authorized in this paragraph, with the consent of
said employee and upon 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 judgement, it is demonstrated that:
a. Vacation time is accrued and earned in
accordance with this paragraph.
b. 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.
c. There is a demonstrated need for the City to
retain the services of the employee for said
vacation time.
d. 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.
e. The employee consents voluntarily to the cash
payment in lieu of time off from the
employee's regular work schedule.
f. The foregoing, notwithstanding, under no
circumstances may the City purchase more than
80 hours (5 shifts for combat fire 300
Series employees) of earned but unused
vacation time from an employee during any 12
month period.
g 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.
h. 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.
C. Sick Leave
1. Sick leave shall be provided for Executive and 300
Series employees as insurance against loss of
income when an employee is unable to perform
assigned duties because of illness or injury. The
Mayor may establish rules governing the
interfacing of sick leave and worker's
compensation benefits and avoiding, to the extent
allowable by law, duplicative payments.
2. Each full-time, salaried employee hired on and
after July 1, 1993 shall accrue sick leave at a
rate of 4.62 hours per pay period. Full-time
salaried employees hired prior to July 1, 1993
shall receive sick leave as follows: (a) For
calendar year 1993, the employee was allocated 120
hours of sick leave on January 1, 1993; (b) On and
after January 1, 1994, the 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.
3. Any Executive or 300 Series employee who has
accumulated 30 sick leave days (240 hours, or 15
shifts for combat fire 300 Series employees), may
choose to convert a portion of the year sick leave
grant from any given year to vacation under the
following stipulations and schedules.
a. Executive and 300 Series employees may
convert up to 64 accrued and unused sick
leave hours to vacation based on the schedule
below.
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(1) For employees working 8 hour shifts:
Number of Sick
Leave Hours Used
During Previous
Calendar Year
0
8
16
24
32
40
More than 40
(2) For Employees
Number of Sick
Leave Hours Used
During Previous
Calendar Year
0
10
20
30
40
50
More than 50
(3) For Employees
Number of Sick
Leave Hours Used
During Previous
Calendar Year
Number of Sick
Leave Hours
Eligible for
Conversion
64
56
48
40
32
16
0
Working 10 Hour Shifts:
Number of Sick
Leave Hours
Eligible for
Conversion
64
54
44
34
24
14
0
Working 12 Hour Shifts:
Number of Sick
Leave Hours
Eligible for
Conversion
0 64
12 52
11
24 40
36 28
48 16
60 4
More than 60 0
(4) For Combat Fire 300 Series Employees:
Number of Sick Number of Sick
Leave Shifts Used Leave Shifts Available
During Previous for Conversion
Calendar Year
No shifts
1 shift
2 shifts
3 shifts
4 shifts
5 or more shifts
4 shifts
3 shifts
2-1/2 shifts
2 shift
1 shift
No shifts
b. 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.
c. Any sick leave days, properly converted to
vacation benefits as above described, shall
be deemed to be taken prior to any other days
of vacation time to which the employee is
entitled. Conversion days shall be construed
as used prior to vacation days otherwise
accrued by the employee.
d. Authorized and unused sick leave may be
accumulated from year to year.
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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.
D. Hospitalization Leave
1. In addition to the sick leave authorized
hereunder, each employee shall be entitled to 30
days hospitalization leave (except for combat 300
Series employees of the Fire Department who shall
be entitled to 15 on -duty shifts off for
hospitalization leave) each calendar year,
provided that such leave may be taken only if, and
during the period that, such employee is actually
confined to a hospital, acute care facility or
other free standing out patient surgical facility
as adopted under rules prescribed by the Mayor.
Hospital leave shall not accumulate from year to
year.
2. No employee shall be entitled to receive
hospitalization leave benefits for illness,
injuries, or disability resulting from accidents
arising out of or in the course of employment for
an employer other than the City.
3. 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.
4. 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.
E. Light Duty
An employee shall be allowed, by the applicable
Department Director, if practical, placement in a light
duty position while recovering from a temporary
disability.
F. Funeral Leave
1. Time off with pay will be granted to an employee
who suffers the loss of a wife, husband, child,
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mother, father, brother, sister, father-in-law,
mother-in-law, son-in-law, daughter-in-law,
grandfather, grandmother, grandchild, or
stepchild. In the event of death in any of these
instances, the employee will be paid their regular
base pay for scheduled work time from time 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 be furnished by the employee to their
supervisor.
2. In the event of death of a brother-in-law, sister-
in-law, uncle, aunt, niece, nephew, or first
cousin to the respective employee, said employee
will be paid for time off from scheduled working
hours while attending the funeral services for
such person, not to exceed 8 hours.
3. 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.
4. In the event the death of any member of the
immediate family as set forth in paragraph X.F.1.
occurs while an employee is on vacation, their
vacation will be extended by the amount of time
authorized as funeral leave under said paragraph.
5. The provisions of this paragraph shall not be
applicable to employees who are on leave of
absence other than vacation leave.
G. 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.
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H. Military - Annual Encampment
Employees covered in this plan who are or shall become
members of the Organized Reserve of the United States
Army, Navy, Air Force, Coast Guard and Marines or any
unit of the Utah National Guard, shall be allowed full
pay for all time 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.
I. 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 2Lake County subject to the conditions hereinafter
set forth. No reduction in an employee's salary shall
be made for absence from work resulting from such jury
service. On those days that an employee is required to
report for jury service and is thereafter excused from
such service during his or her regular working hours
from the City, he or she shall forthwith return to and
carry on his or her regular City employment. Failure
to so return to work shall result in the forfeiture of
that day's pay by such employee.
J. Dependent Leave
1. Dependent Leave may be requested by an employee
covered by this Compensation Plan for the
following reasons:
a. Becoming a parent through birth or adoption
of a child or children.
b. Due to the hospitalization of the employee's
child, spouse, or parent.
c. To care for an employee's ill or injured
child, spouse or parents.
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2. The following provisions apply to the use of
dependent leave:
a. Dependent leave may be granted leave with pay
on a straight time basis for a period not to
exceed 40 hours for employees who work 8 or
10 hour shifts and 48 hours for employees who
work 12 hour shifts commencing either (1)
from the date of birth of the child or (2)
from the date the child commences residence
with the employee or (3) from the date the
child, spouse or parent becomes ill, injured
or hospitalized; provided however, in case of
a child, the child must be a dependent child
and must be permanently placed with the
employee. Marriage to a spouse with a child
or children shall not be grounds for leave
granted under subparagraph J., even if
adoption is then or subsequently considered,
and no leave shall be permitted for a child
in the custody of an employee's spouse prior
to the marriage of that spouse to the
employee.
b. The employee has accumulated and available
unused sick leave. Under no circumstances
shall the employee be entitled to use as
dependent leave more than 40 hours (48 hours
for employees who work 10 or 12 hour shifts)
in a calendar year.
c. The employee gives notice to his or her
supervisor as soon as possible under the
circumstances.
d. The employee provides, upon request of the
supervisor, certification of birth or
evidence of a child placement for adoption,
or a letter from the attending physician in
the event of hospitalization, injury or
illness of a child, spouse or parent within 5
calendar days following termination of such
leave.
e. An employee's sick leave shall be reduced by
the number of hours taken by an employee as
dependent leave under this paragraph
provided, however, use of dependent leave
will not affect the sick leave conversion
options as outlined in paragraph X.C.
Probationary employees are not eligible for
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dependent leave.
K. Injury Leave
The City shall establish rules governing the
administration of an injury leave program for
Executive and 300 Series employees of the Police
Department, Fire Department Combat Division and
Executive and 300 Series employees of the Operations
Division of the Airport Authority who are required to
carry firearms as part of their jobs, under the
following qualifications and restrictions:
1. The disability must have resulted from a
documented injury arising out of the discharge of
official duties and/or while exercising some form
of necessary job related activity as determined by
the City (i.e., law enforcement, fire fighting,
medical services, etc.);
2. The employee must be unable to return to work due
to the injury as verified by a licensed physician
acceptable to the City;
3. The leave benefit shall not exceed the value of
the employee's net salary during the period of
absence due to the injury, less all amounts paid
or credited to the employee as worker's
compensation, social security, long term
disability or retirement benefits, or any form of
governmental relief whatsoever;
4. The aggregate value of benefits provided to
employees under this injury leave program shall
not exceed the total of $5,000 per employee per
injury; unless approved in writing by the Mayor
for extraordinary reasons or circumstances;
5. The City's Loss Control Section shall be
principally responsible for the review of injury
leave claims provided that appeals from the
decision of the Loss Control Section 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 accumulated sick
leave and authorized vacation time to supplement
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the employee's net salary.
L. Career Incentive Leave
"300 Series" employees, who have been in consecutive
full-time employment with the City for more than 20
years, and who have accumulated to his or her 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 Leave must be taken prior to retirement.
Sick leave hours converted to Career Incentive Leave
will not be eligible for a cash payout upon termination
or retirement even though the employee has unused
Career Incentive Leave hours available.
M. Additional Leaves of Absence
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.
Executive employees shall be eligible to request a
leave of absence without pay. It shall be at the
discretion of the Mayor whether or not to grant such
leave and the duration of the leave, if granted.
Additional leaves of absence may be granted an
employee at the discretion of the Department Director.
XI. 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
18
executed by employees desiring exemption, in the form
and manner and at such times as the Mayor may direct.
B. Worker's Compensation
In addition to the foregoing, the Mayor may provide for
worker's compensation coverage to the employees under
applicable provisions of State statute, and other
service related disability plans compensating employees
of the City who are permanently and totally disabled
while in the discharge of their official duties as
defined by the City's Long Term Disability Programs.
C. Disability Compensation
If an employee of the City becomes entitled to receive
worker's compensation as a result of suffering a City
service -connected injury or illness, such employee
shall be paid worker's compensation as provided by law;
provided, however, that the employee may elect to use,
during such disability, such part of their accumulated
sick leave and vacation time, when added to their
worker's compensation payments, equals their regular
net wage or salary; and provided further, that
satisfactory evidence of such election shall be
transmitted by said person to Human Resource
Management, prior to payment.
The City will use reasonable efforts to make "light
duty" work available to an employee injured on the job
as defined by the Worker's Compensation laws, provided
that the employee is able to perform the "light duty"
work and the employee has presented a release by their
physician to the City certifying that the employee is
able to work.
Long term disability shall be provided to employees
eligible under the City's Income Protection Program
(Long Term Disability Plan).
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
be eligible for the benefits provided by this
paragraph.
Refusal to submit to treatment for disabilities shall
be grounds for termination of compensation specified
hereunder.
19
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.
XII. 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, provided, however,
that Executive and 300 Series employees in the Fire
and Police Departments shall be exempted from such
adoption, unless determined otherwise by the Mayor or
unless required by State or Federal law.
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 it's retirement
program(s) under terms and conditions established by
the Mayor. Such programs may include:
1. The Utah Public Safety Retirement System
(Contributory and Non -Contributory)
2. The Utah Firefighters Retirement System
3. The Utah State Public Employees' Retirement System
(Contributory and Non -Contributory)
4. Deferred Compensation Programs
5. Retirement Incentive Programs
The City may deduct, 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.
20
C. Sick Leave Pay at Retirement
At retirement, an employee (or his or her 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. 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 2595 of the
accumulated sick leave days reserved for the benefit of
said employee at the date of his or her retirement.
In lieu of the above, employees may elect to convert
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 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.
D. 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 because
of lack of work or lack of funds, the City shall
minimize layoffs by readjustment of personnel through
reassignment of duty in other Departments.
1. Whenever layoffs are necessary, emergency,
temporary, probationary and hourly employees
performing essentially the same duties as the
aforesaid work 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.
21
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 Human
Resource Management 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
salaried employees or temporary or probationary
personnel (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 Human Resource
Management.
4. Employees who have been laid -off shall have rights
for a one year period to placement in any vacant
job which is at an equal or lower classification
where they meet minimum qualifications. They
shall not be subject to any further examination
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 bid with the same
preference as City employees for 300 series
positions for a 2 year period.
6. Employees with up to 10 completed consecutive
years of City employment and who are subject to
layoff because of lack of work or lack of funds
shall be eligible for reimbursement of 50% of
their accumulated unused sick leave hours.
Employees with more than 10 complete consecutive
years of City employment shall receive an
additional reimbursement of 5% of accrued sick
leave for each completed consecutive year of City
employment in excess of 10 years, not to exceed,
100%.
22
7. Executives and other persons in appointed
positions are not eligible for layoff benefits
because they are "at will" employees.
XIII. 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.
XIV. 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.
23
Appendix A - 300 Series Pay Schedule
A B I
C
D IE 1F a J
t1 I 1 I J I
K I L I M I t4 I O I P
MIDPOINT
301
1 472
1 513
1 554
1 597
1 640
1 686
1 732
1 780
1828
1 880
1.931
1,983
2,038
2.095
2,152
2,211
1841.64
302
1 509
1 551
1 593
1 637
1,602
1,728
1378
1.825
1,875
1926
1979
2,034
2,089
2,148
2.206
2,267
1
1887.99
303
1 547
1,590
1,634
1,678
1,724
1,773
1,820
1 870
1,922
1,976
2,029
2,085
2,143
2,201
2,262
2,325
1935 89
304
1,586
1,629
1,674
1,720
1,787
1 816
1 866
1 917
1 970
2 024
2,080
2,137
2,195
2,257
2,319
2,381
1
1983.78
305
1,625
1,670
1,716
1,762
1 811
1,861
1 913
1 965
2 018
2 074
2 131
2,190
2,251
2,311
2,375
2,441
2033.22
306
1 668
1 713
1 760
1 809
1,859
1 910
1.963
2016
2,072
2.128
2,188
2,248
2,308
2 372
2,430
2,505
2086.27
3U7
1 709
1 766
1 805
1 654
1 004
1 957
2 011
2,008
2 123
2 183
2 241
2,303
2,367
2 432
2 500
2,1367: r
2137.77
300
1 751
1 798
1 848
1 899
1 952
2 005
2.060
2 117
2 175
2 234
2.296
2 360
2 425
2 490
2 559
2,630
2190.30
309
1 704
1 844
1 895
1 946
2 000
2 055
2 112
2 189
2 229
2 291
2 355
2 417
2,404
2 552
2 623
2,698
2244.89
310
1 839
1 089
1 942
1 U95
2 050
2 107
2,164
2 224
2 288
2 348
2 412
2 478
2 547
2 617
2 889
2,762
2300.51
311
1 903
1 956
2 010
2 006
2 122
2 181
2 240
2 301
2 385
2 431
2 498
2 566
2 636
2 709
2 783
2 860
2381 80
312
1,969
2,024
2 079
2 138
2 185
2 256
2,319
2,300
2,448
2 513
2,683
2,654
2 726
2 802
2 879
2 958
2463.76
313
2 040
2 098
2 154
2 213
2 273
2 336
2 401
2 487
2 536
2 604
2 678
2 749
2 025
2 903
2,983
3,064
2552.34
314
2 112
2 169
2 229
2 291
2 354
2 417
2 484
2,552
2 622
2 694
2.769
2 845
2.923
3 003
3 087
3 171
2641.44
315
816
2 185
2 244
2 305
2 369
2 435
2 5112
2 571
2,642
2 715
2 789
2 865
2 944
3,025
3,108
3 194
3 282
2733.11
2 282
2,325
2 3119
2 453
2 520
2 690
2 662
2 735
2,610
2 887
2 966
3 049
3 133
3 218
3 307
3 398
2820.93
317
2,340
2,405
2,471
2,540
2 610
2 681
2 755
2,830
2 91/0
2,987
3.070
3 155
3 241
3 330
3,423
3,516
2928 29
318
2,421
2 467
2 556
2 627
2 699
2 773
2 850
2 927
3 009
3 091
3,177
3 264
3,354
3,445
3,540
3,638
3029 23
319
2,531
2 601
2 872
2 745
2,820
2 896
2 978
3 060
3 144
3 230
3 320
3 410
3,504
3.601
3 701
3.801
3165.71
320
2 645
2 718
2 792
2 869
2 947
3 029
3 112
3 197
3 206
3 375
3 468
3 564
3 663
3 762
3 866
3 972
3308.36
321
2 765
2,841
2 919
2 999
3 082
3 187
3 253
3 343
3 434
3 530
3 627
3 726
3 829
3 934
4 042
4 153
3450.74
322
2 068
2,967
3,049
3 133
3,210
3 308
3 308
3 493
3 669
3,606
3 700
3,1192
3.009
4 110
4.222
4,338
3813 24
323
3,018
3,101
3 188
3 274
3 364
3,457
3,551
3,649
3 749
3 853
3 959
4 087
4 100
4,294
4,413
4,533
3775.47
324
3 155
3 241
3 330
3 423
3,516
3 612
3 712
3 015
3 920
4,027
4 139
4 252
4 369
4 409
4,612
4 739
3946.96
325
326
3 295
3 387
3 479
3 575
3 674
3,775
3,078
3 905
4 094
4 208
4.323
4 442
4,564
4 690
4.817
4 951
4123.09
3,444
3,539
3,637
3,737
3,839
3,945
4,053
4,164
4,279
4.397
4,518
4,641
4,770
4,902
5,035
5,174
430901
3 /. IIIcieas@ seepaiIo 6/10/93
APP4DCC E3
E CITIVESAL.ARYSCt3EDC E
July I,1993
CEX Ezcadve Dir oar of :lii .v. a S62S2 - S10.051
COI Cry Aacc cy 54825 - 57962
002 Clint of Poli= S4535 - 37I3s
Direc:or - Pubiic Utilities 54535 - S7I34
Dir c r - Public Scvica 54535 - 57114.
Frc Caicf 54535 - 5-7124
Dircrxr - Manaa-rnr Scrices S4535 - S7I34-
Dirxor - Community " ^^mic Developmrrt S4535 - 57134
Ezctdvc Dir--:cr • Cuy (',mr^1 54535 - S7134
003 Deputy :o the Mayor
Deputy Ezccodve Dir=as of Airports
004. Dirsoor of Ezgiuc g $ uai mmar - Airport
Major - Police
Sup ^r •.•dcat - Waste Wan=
Deputy Fro C aef
Drsemar- Redevelop=
Dironor of Opcad®s - Airport
Supciarenck= • Ware
Deputy Cty Aaamcy
Mooing & Zang Division Simon=
Cry Rxardc
Dino= of F t &Adraiaistradan-Airport
Deputy Dirccnr - Public Uulices
Cty Engineer
D - &using ,$ rer,v„ is Dove-aamcrt Division,
Deputy Diranor -?±lic Scvica
Cr/ Engin=
005 Btn7.iing Sousing Division Mzcaga
Traosao r adon Fng nr-
Administrator - Public Denies Fr= and Admmisracou
Treatncrt sod a:vitaemca+i Administrator
54255 - 56690
54255 - 56690
53880 - 56093
53880 - S6C93
Sa880 - 56093
53880 - 56093
53880 - 56C93
53880 - 36093
53880 - S6093
53880 - 56C93
53880 - 56093
$3880 - S6093
5.3880 - S6093
53880 - 56093
53880 - 56093
53880 - 56093
53880 - S6093
53880-S6093
M7336 - SS691
53726 - 55691
Z736
13T6-S569i
53736 - 5569 t
006 Esendve Amisrat CO the Mayor 5:'i407 - 55345
Chief Faun= & AorozariugOtiicx 53407 - 55345
Ccna 1Icr 53407 - S5345
CtyTtcrsmer 53407-S5345
Auditing & Srp<ttdcg Manager 53407 - 55345
Division D &moan Row= Mann= 53407 - S5345
Maicsosaz= Adbniosaosnr- Public UhTtdes 33407 - S5345
War= Quaticy Annioisouscr 53407-55345
Recreation Dimca 53407 - 55;45
Waste xsoagonmtDi¢a.-u 53407 - S5345
FFsicat at AdtairdorraciveO&cur 53407-SS345
APPENDIX B - I
EXECUTIVE SALARY SCHEDULE
OEX Executive Director of Airports $6282 - $10,051
001 City Attorney $4825 - $7962
002 Chief of Police
Director - Public Utilities
Director - Public Services
Fire Chief
Director - Management Services
Director - Community & Economic Development
Executive Director - Ciry Council
003 Deputy to the Mayor
Chief of Staff
Executive Assistant Police Chief
Deputy Executive Director of Airports
004 Director of Engineering & Maintenance - Airport
Major - Police
Superintendent - Waste Water
Deputy Fire Chief
Director - Redevelopment
Director of Operations - Airport
Superintendent - Water
Deputy City Attorney
Planning & Zoning Division Manager
City Recorder
Director of Finance & Administration - Airport
Deputy Director - Public Utlities
City Engineer
Director - Housing & Economic Development Division
Deputy Director - Public Services
Deputy Director - Management Services
005 Building & Housing Division Manager
City Prosecutor
Chief Engineer - Public Utilities
Transportation Engineer
Administrator - Public tied s Finance and Administration
Treatment and Environment Administrator
$4535 - $7134
$4535 - $7134
$4535 - $7134
$4535 - $7134
$4535 - $7134
$4535 - $7134
$4535 - $7134
$4255 - $6690
$4255 - $6690
$4255 - $6690
$4255 - $6690
$3880 - $6093
$3880 - $6093
$3880 - $6093
$3880 - $6093
$3880 - $6093
$3880 - $6093
$3880 - $6093
$3880 - $6093
$3880 - S6093
$3880 - 36093
$3880 - $6093
$3880 - 36093
$3880 - $6093
$3880 - $6093
$3880 - $6093
$3880 - $6093
$3736 - $5691
$3736 - $5691
$3736 - $5691
S3736 - $5691
$3736 - $5691
$3736 - $5691
006 Executive Assistant to the Mayor $3407 - $5345
Chief Finance & Accounting Officer $3407 - $5345
Controller $3407 - $5345
City Treasurer $3407 - $5345
Auditing & Reporting Manager $3407 - $5345
Fleet Services Manager $3407 - $5345
Division Director - Human Resource Management S3407 - 35345
Maintenance Administrator- Public Utilities 33407 - 35345
Water Quality Administmar 33407 - 35345
Recreation Director 33407 - 35345
Waste Management Director 33407 - $5345
Financial & Administrative Officer 33407 - 35345
Budget and Policy Director 33407 - S5345
Director - Labor Relations Division 33407 - 35345
r
APPENDL_ C - Retirement Contributions! 93/94
TOTAL EMPLOYE TOTAL
PAI TSY PAID BY CONT. PAID EMPLOYE
RETUREME,ITSYSTEM E PLOYEE CITY BY CITY CONT.
Utah Stare Retirement System
Contributory 0 6.03%
Utah Stare Retirement System
Non -Contributor/ 0 7.30%
Utah Public Safety Retirement
System Contributory 4_4% 9.40%
Utah Public Safety Retiraneat
System 1.34 % I L90%
Utah Public Safety Retirement
System E ecutives 0 13.74%
Utah Public Safety Non -
Contributory Retirement System 0 29A1%
Utah Fueman's Retirement
System
0 f 14.31%
GRAND
TOTAL
CONT.
6.00% 3.98% 9.98%
0 7.30% 7.80%
13.74% 1S-7% 32.3I%
13.74% 1857% 3231%
I3.74% 18.57% 32-3I%
0 29.01% 29.01%
14.81% 5.73% 20.54%