009 of 1999 - Approving the Compensation Plan for Executive Employees and Elected Officials of Salt Lake City0 99-1
0 98-15
SALT LAKE CITY ORDINANCE
No. 9 of 1999
(Approving the Compensation Plan for
Executive Employees and Elected Officials
of Salt Lake City)
AN ORDINANCE APPROVING A COMPENSATION PLAN FOR
EXECUTIVE EMPLOYEES AND ELECTED OFFICIALS.
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 Compensation Plan for Executive Employees and Elected
Officials. 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 its first publication.
Passed by the City Council of Salt Lake City, Utah, this end day of
February , 1999.
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ATTEST:
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Transmitted to the Mayor on February 3, 1999.
Mayor's Action: xx Approved. Vetoed.
ATTEST:
Bill No. 9 of 1999.
Published: February 10. 1999
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COMPENSATION PLAN FOR SALT LAKE CITY CORPORATION EXECUTIVE
EMPLOYEES AND ELECTED OFFICIALS.
I. EFFECTIVE DATE
The provisions of this plan shall be effective, commencing July 1, 1998.
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" employees. "Executive" employees are "appointed"
and "at -will" employees serving at the pleasure of the Mayor (or the City Council if they
are employees of the Office of the City Council).
III. WAGES AND SALARIES
A. Elected Officials
The annual compensation of elected officials shall be as provided in Appendix
B. Executive Employees
From July 1, 1998 to June 30, 1999, Executive employees shall be paid within
ranges provided in the schedule attached hereto as Appendix "B." Any
performance -based pay adjustment above the "Base Pay Maximum" of the range
will be given as a supplemental payment not added to base. In no case will such
annual supplemental payment —when divided by 12 and added to the annual base
pay adjustment —be allowed to exceed the "Range Maximum."
C. Other Forms of Compensation
The foregoing shall not restrict the Mayor from distributing appropriated moneys
to employees of the City in the form of retirement contributions; lump sum
supplemental performance based payments to employees within per annum pay
limitations; or classifying and advancing employees under rules established by the
Mayor.
IV. LONGEVITY PAY
Executive employees shall not be eligible for longevity benefits.
V. OVERTIME COMPENSATION
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. ALLOWANCES
A. 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.
B. 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. 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 as specified in City
policy.
3. A car allowance may be paid to Executive employees, as determined by
the Mayor, at a rate not to exceed $400 per month.
C. Uniform Allowance. Employees shall be provided the following monthly uniform
allowances when required to wear uniforms in the performance of their duties:
1. Fire Department Executive employees shall be provided uniforms or
uniform allowances to the extent stated in Fire Department policy number
122.
2. Uniforms or uniform allowances for Police Executive employees shall be
provided to the extent stated in Police Department policy.
D. Other Allowances. The Mayor may, within budgeted appropriations, authorize
the payment of other allowances in extraordinary circumstances (as determined by
the Mayor) and as dictated by City needs.
VIII. HOLIDAYS AND VACATION
Employees shall receive holidays and vacation as provided in this paragraph VIII. 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
employees covered by this plan. Such employees shall receive their
regular rate of pay for each of the unworked holidays:
a. The first day of January, called New Year's Day.
b. The third Monday of January, the anniversary of the birth of
Martin Luther King.
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c. The third Monday in February, observed as President's Day.
d. The last Monday of May, called Memorial Day.
e. The fourth day of July, called Independence Day.
f. The twenty-fourth day of July, called Pioneer Day.
g. The first Monday in September, known as Labor Day.
h. The second Monday in October, known as Columbus Day.
i. The eleventh day of November, known as Veteran's Day.
j. The fourth Thursday in November, known as Thanksgiving Day.
k. The twenty-fifth day of December, called Christmas.
1. One personal holiday shall be taken upon request of the employee
at the discretion of the supervisor.
2. When any holiday listed above falls on a Sunday, the following business
day shall be considered a holiday. When any holiday listed above falls on
a Saturday, the preceding business day shall be considered a holiday. In
addition to the above, any day may be designated as a holiday by
proclamation of the Mayor and/or the City Council.
3. No employee shall receive in excess of one day of holiday pay for a single
holiday. Employees must work or be on authorized leave their last
scheduled working day before and the next working day following the
holiday to qualify for holiday pay.
4. Columbus Day may be celebrated within 50 days following the date of its
actual occurrence as specified in this paragraph; provided, however, an
employee may celebrate said Columbus Day on a day other than specified
herein if a written request is approved in writing by the employee's
supervisor, who shall have the discretion to approve any such request.
B. Vacations
1. Employees shall be entitled to receive their regular salaries during
vacation periods earned and taken in accordance with the provisions in this
paragraph.
2. For Executives (other than Department Directors) the following schedule
shall apply:
Completed years Hours of Vacation Accrued
of Consecutive Per Biweekly
City Service Pay Period
0 to end of year 3 3.08
4 to 6 3.69
3
7 to 9 4.62
10to 12 5.54
13 to 15 6.15
16to 19 6.77
20 or more 7.69
3. 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.
4. 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:
Up to 9 years 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.
5. Vacation Buy Back. 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 upon favorable written
recommendation of the employee's Department Director or the Mayor.
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.
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.
IX. SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE.
A. Executive employees shall receive leaves of absence related to their illnesses or
injuries, or their dependents' illnesses or injuries, either under a plan as provided
in paragraph IX.F. (Plan "A"), or as provided in paragraph IX.G. (Plan "B").
B. Executive employees hired on or after November 16, 1997 shall participate in
Plan B. All other employees shall participate in the plan they participated in on
November 16, 1997, except as provided in paragraphs IX.C.and IX.D.
C. Executive employees participating in Plan A who were hired on or before
November 16, 1997, may, during an election period beginning July 1, 1998 and
ending September 30, 1998, choose to participate in Plan B effective November
15, 1998.
D. Executive employees participating in Plan B who were hired on or before
November 16, 1997 may, during an election period beginning July 1, 1998 and
ending September 30, 1998, chose to return to and participate in Plan A effective
November 15, 1998.
1. Executive employees making this election shall have their sick leave
accounts reconstituted such that the hours available on November 15, 1998
equal the hours that would have been available had participation in Plan B
not occurred.
2. If the amount of paid leave received under Plan B exceeds that which
would have been available during the same period under Plan A, the
excess must be returned to the City by means of payroll deduction at
the rate of 4.62 hours per pay period.
E. Election under paragraphs IX.C. or IX.D. above shall be made on a written
authorization form provided by the City. Once made and submitted, the election
shall be irrevocable.
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F. Plan "A."
1. Sick Leave.
a. Sick leave shall be provided for Executive 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 Executive employee under this Plan "A" 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," Executive 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) Executive employees may convert up to 64 accrued and
unused sick leave hours to vacation based on the schedule
below.
Number of Sick Number of Sick
Leave Hours Used Leave Hours
During Previous Eligible for
Calendar Year Conversion
0
8
16
24
32
40
More than 40
64
56
48
40
32
16
0
(2) Any election by an Executive 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.
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(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.
2. Hospitalization Leave
a. In addition to the sick leave authorized herein, an Executive
employee under this Plan "A" shall be entitled to 30 days
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.
b. 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.
c. 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.
d. 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 or memorial service, not to
exceed 5 working days. Employees will be permitted one
additional day of funeral leave or memorial service leave on the
day following the service if such service is held more than 150
miles distance from Salt Lake City and if the day following the
service is a regular work shift.
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 or memorial 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 or memorial services for such person, not to exceed 4
hours.
d. In the event the death of any member of the immediate family as
set forth in this paragraph IX.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 an
Executive 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 an
Executive 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. 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
IX.F.1.c. Probationary employees are not eligible for
dependent leave.
5. Retirement Benefit.
a. 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 (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, 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.
c. Retirement benefits provided in this paragraph IX.F.5 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.
G. 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 Executive 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
Consecutive Hours of Personal
City Service Leave
Less than 6 40
Less than 24 60
24 or more 80
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It is the City's intent that starting with the 1999-2000 plan year
(November 14, 1999) the personal leave hours will be earned on a
pay -period basis
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 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, minus any adjustment necessary
after calculating the "prorated amount," 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
paragraph IX.G.5., "prorated amount" shall mean the amount of personal
leave credited at the beginning of the plan year, multiplied by the ratio of
the number of months worked in the plan year (rounded to the end of the
month which includes the date of separation) to 12 months. If the
employee, at the time of separation, has used personal leave in excess of
the prorated amount, the value of the excess amount shall be reimbursed to
the City and may be deducted from the employee's final paycheck.
6. Conditions on Use of Personal Leave are:
a. Minimum use of personal leave is one hour.
b. Except in unforeseen 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.
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c. For leave due to unforeseen 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 an Executive 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 his/her regular base pay
for scheduled work time from the date of death through the day of the
funeral or memorial service, not to exceed 5 working days. Employees
will be permitted one additional day of funeral leave on the day following
the funeral or memorial service if such service is held more than 150
miles distance from Salt Lake City and if the day following the service is
a regular work shift. Satisfactory proof of such death, together with the
date thereof, the date and location of the service , and the date of burial,
must, on request, be furnished by the employees to their supervisor.
8. Career Enhancement Leave. An Executive 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 Mayor, stating the
purpose of the request and how the leave is intended to benefit the City.
The request must be approved by the Mayor.
9. Retirement Benefit.
a. Executive employees covered under Plan `B" shall have a
retirement benefit as follows:
(1) Executive employees appointed before January 1, 1989,
and who elected in 1997 to be covered under Plan "B,"
will have an account equal to sixty percent of unused sick
leave accrued after December 31, 1988 available on
November 16, 1997 ("Plan `B' severance account."), minus
any hours withdrawn from that account since it was
established.
(2) Executive employees who were appointed as executives on
and after January 1, 1989 and before November 16, 1997,
shall have an account equal to sixty percent of accrued
unused sick leave available on November 16, 1997 ("Plan
'B' severance account."), minus any hours withdrawn from
that account since it was established
(3)
Executive employees who were hired before November 16,
1997 and who elect during the designated election period in
1998 to change participation from Plan A to Plan B shall
have a severance account equal to fifty percent of their
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accumulated unused sick leave hours available on
November 14, 1998, minus any hours withdrawn after the
account is established. After November 14 , 1998, said
employees shall have no other accumulated sick leave
except for those hours, if any, in the severance accounts
provided in paragraphs XIII and under this section IX.G.9.
Sick leave hours accrued by Executive Employees on or
before December 31, 1988 shall not be included in the
"Plan B severance account."
(4) (a) At retirement executive employees under Plan `B"
shall be paid, at the employee's hourly rate of pay
on date of retirement for each hour in the
employee's Plan `B" severance account.
(b) In lieu of the above, the Executive employee may
elect to convert the payment as provided herein to
hospital and surgical coverage. Such payment shall
be subject to any state and federal income and social
security tax as fully required by law. Employee's
available dollar amounts 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.
(c) Because of this retirement benefit, employees
covered by Plan `B" shall not be eligible for any
benefits under Section 2.52.025 of the Salt Lake
City Code.
(d) Hours may be withdrawn from the Plan "B"
severance account for emergencies after personal
leave hours are exhausted, and with approval of the
Mayor. Said 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 Mayor to use said hours to
supplement workers' compensation benefits.
10. On January 1, 1998, employees who elect under paragraph IX.C. to
change participation from Plan A to Plan B may convert sick leave
accrued and unused from January 1, 1998 to November 14, 1998 to
vacation according to the schedule provided in paragraph IX.F.I.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 employees covered under Plan "B" through short term
disability insurance (SDI). 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.
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X. MILITARY LEAVE AND JURY DUTY
A. 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 during regularly scheduled
working hours, 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.
XI. 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
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;
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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 Plan "B" severance account, if
applicable and authorized vacation time to supplement workers'
compensation so that the employee is receiving the employee's regular net
salary.
XII. 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.
Additional leaves of absence may be granted an employee at the discretion of the
Department Director.
XIII. INSURANCE
A. Group Insurance. Employees and Elected Officials 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 individuals. 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.
XIV. 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.
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XV. 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 claim of a disability hereunder. No employee
refusing such examination shall 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.
XVI. 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. At -Will Employees
Executives and other persons in appointed positions are not eligible for layoff
benefits because they are "appointed", "at will" employees serving at the pleasure
of the Mayor (or City Council for employees of the Office of the City Council).
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XVII. 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.
XVIII. SEVERANCE BENEFIT
A. Unless otherwise modified by the Mayor and subject to availability of funds,
Executive employees shall receive the following severance benefit on termination
of their employment:
1. Current Executive Employees, Who Were Appointed as Executives Before
January 1, 1989. Current Executive employees, who were appointed as
Executives before January 1, 1989, shall receive a severance benefit
determined as follows:
a. These Executive employees each have an account, established by
prior City policy, which is credited with a cash value equal to the
total accrued sick leave hours available to the employee on
December 31, 1988 multiplied by said employee's hourly rate of
pay in effect on December 31, 1988. Such hours are separately
accounted for and are not included in the "Plan B severance
benefit" under IX.G.9.a.(1) or a .(3).
On voluntary or involuntary termination of employment from the
City, these Executive employees shall receive, at the time of
separation, the cash value of their account. Said Executive
employees, however, may, during their employment, use the hours
in their account for sick leave purposes although such use would
reduce the cash value.
b. Current Executive employees, appointed as Executives before
January 1, 1989, shall receive, as a severance benefit, in addition to
subparagraph A.1.a. above: One month's pay, determined on the
date of termination, for each year of City employment, not to
exceed 6 months base salary. This additional severance benefit
shall be provided only if the termination from City employment is
involuntary.
2. Current Executive Employees Appointed As Executives After January 1,
1989. Executive employees, appointed as Executives after January 1,
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1989, shall receive a severance benefit only for an involuntary termination
from City employment.
The severance benefit for said employees shall be: One month's pay,
determined on the date of termination, for each year of City employment,
not to exceed 6 months base salary
3. Not Eligible for Benefit. The severance benefit provided herein shall not
be granted to the following employees:
a. An employee who, at the time of termination of employment, has
been convicted, indicted, charged or is under active criminal
investigation concerning a public offense involving a felony or
moral turpitude. This provision shall not restrict the award of full
severance benefits should such employee subsequently be found
not guilty of such charge or if the charges are otherwise dismissed.
b. An employee who has been requested by the Mayor to resign under
bona fide charges of nonfeasance, misfeasance or malfeasance in
office.
4. Replaces Early Retirement Incentive. An employee who elects and is paid
a benefit under Section 2.52.025 of the Salt Lake City Code as amended
(the early retirement incentive program) shall not receive a severance
benefit as provided herein.
XIX. 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.
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