Council Provided Information - 6/7/2022
ANNUAL COMPENSATION PLAN
for Non-Represented
Employees
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FY 2023 COMPENSATION PLAN FOR SALT LAKE CITY CORPORATION
Table of Contents
EFFECTIVE DATE ....................................................................................................................................... 1
EMPLOYEES COVERED BY THIS PLAN ................................................................................................ 1
AUTHORITY OF THE MAYOR ................................................................................................................. 1
APPROPRIATION OF FUNDS .................................................................................................................... 1
MODIFICATION, SUSPENSION, OR REVOCATION OF PROVISIONS ........................................... 1
SECTION I: DEFINITIONS ......................................................................................................................... 2
SUBSECTION I - DEFINITION OF TERMS ............................................................................................. 2
SECTION II: EMPLOYEE WAGES, SALARIES & BENEFITS ............................................................ 2
SUBSECTION I - COMPENSATION PROGRAM & SALARY SCHEDULES ....................................... 2
A. Determination ................................................................................................................................... 2
B. Salary Schedules ............................................................................................................................... 3
C. Other Compensation ......................................................................................................................... 3
SUBSECTION II - EMPLOYEE COMPENSATION FOR FISCAL YEAR 2023 ..................................... 3
SUBSECTION III - EMPLOYEE INSURANCE ........................................................................................ 4
SUBSECTION IV - WORKERS’ COMPENSATION ................................................................................ 4
SUBSECTION V - SOCIAL SECURITY EXCEPTION FOR POLICE & FIRE ....................................... 4
SUBSECTION VI - RETIREMENT ............................................................................................................ 4
SECTION III: WORK HOURS, OVERTIME & OTHER PAY ALLOWANCES ................................. 5
SUBSECTION I – WORK HOURS ............................................................................................................. 5
SUBSECTION II- OVERTIME COMPENSATION ................................................................................... 5
SUBSECTION III - LONGEVITY PAY ..................................................................................................... 6
SUBSECTION IV - WAGE DIFFERENTIALS & ADDITIONAL PAY ................................................... 6
SUBSECTION V - EDUCATION AND TRAINING PAY ........................................................................ 9
SUBSECTION VI – OTHER PAY ALLOWANCES .................................................................................. 9
SUBSECTION VII - SEVERANCE BENEFIT ......................................................................................... 11
SECTION IV: HOLIDAY, VACATION & LEAVE ACCRUAL ............................................................ 13
SUBSECTION I – HOLIDAYS ................................................................................................................. 13
SUBSECTION II - VACATION LEAVE .................................................................................................. 15
SUBSECTION III - SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE ....................... 17
A. Plan “A ” ............................................................................................................................................ 17
1. Sick Leave .......................................................................................................................................... 17
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2. Hospitalization Leave ......................................................................................................................... 19
3. Dependent Leave ................................................................................................................................ 20
4. Career Incentive Leave, Plan “A” ........................................................................................................... 21
5. Retirement Benefit, Plan “A” ................................................................................................................. 21
B. Plan “B” .................................................................................................................................................. 21
SUBSECTION IV - PARENTAL LEAVE ................................................................................................ 24
SUBSECTION V - BEREAVEMENT LEAVE ......................................................................................... 25
SUBSECTION VI - MILITARY LEAVE .................................................................................................. 25
SUBSECTION VII - JURY LEAVE & COURT APPEARANCES .......................................................... 26
SUBSECTION VIII - INJURY LEAVE (SWORN POLICE AND FIRE EMPLOYEES ONLY)............ 27
SUBSECTION IX - ADDITIONAL LEAVES OF ABSENCE ................................................................. 28
SUBSECTION X - EMERGENCY LEAVE .............................................................................................. 28
APPENDIX B – APPOINTED EMPLOYEES BY DEPARTMENT ....................................................... 31
APPENDIX C – ELECTED OFFICIALS SALARY SCHEDULE .......................................................... 35
APPENDIX D- UTAH STATE RETIREMENT CONTRIBUTIONS FY 2021-2022 ............................. 36
DISCLAIMER
City employment is subject to City ordinances, policies, practices and
procedures as well as state law, federal law, and constitutional limitations on
the City as a governmental entity. The policies, procedures, and practices of
the City and its departments and workgroups do not limit, affect, or alter any
legal or constitutional rights the City or its employees may have.
The City’s policies, procedures, and practices do not create any contractual
rights, either express or implied, or any other obligation or liability on the
City. The City also expressly reserves the right to amend or change its
policies, procedures, and practices at any time, with or without notice, and to
amend or change its ordinances, with the notice required by law.
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FY 2023 COMPENSATION PLAN FOR NON-REPRESENTED EMPLOYEES
of SALT LAKE CITY CORPORATION
EFFECTIVE DATE
The provisions of this plan shall be effective commencing June 26, 2022, unless otherwise noted.
EMPLOYEES COVERED BY THIS PLAN
This plan applies to all full -time city employees. This plan does not apply to employees classified
as: seasonal, hourly, temporary, part-time or those covered by a memorandum of understanding.
AUTHORITY OF THE MAYOR
Employees covered by this compensation plan may be appointed, classified, and advanced under
rules and regulations promulgated by the mayor within budget limitations established by the city
council.
Furthermore, the mayor may authorize leave not specified in this compensation plan to provide
for operational flexibility, so long as the additional leave does not exceed the equivalent of eight
hours of leave per employee, per year. However, with the exception of a benefit created or
expanded pursuant to Section IV, Subsection X (“Emergency Leave”), the mayor may not
otherwise create a new benefit or expand an existing benefit for employees covered by this
compensation plan if doing so will result in a direct, measurable cost. A direct, measurable cost
includes a circumstance where the total cost of the new benefit or expansion of an existing benefit
exceeds appropriated funds. Further, city council input and approval is required if the creation of
a new benefit has policy implications or is already addressed in this compensation plan.
APPROPRIATION OF FUNDS
All provisions in this compensation plan are subject to the appropriation of funds by the city
council.
MODIFICATION, SUSPENSION, OR REVOCATION OF PROVISIONS
If a local emergency is declared, any provision in this compensation plan may be temporarily
modified, suspended, or revoked for the duration (or any portion thereof) of the period of local
emergency, if so authorized by the mayor and/or city council .
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SECTION I: DEFINITIONS
SUBSECTION I - DEFINITION OF TERMS
As used in this compensation plan:
1. “Appointed employees,” with the exception of justice court judges who are
covered under this plan, means employees who are "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).
2. “Adult Designee” means any individual with whom an employee has a long -
term, committed relationship of mutual caring and support. The adult designee
must have resided in the same household with the eligible employee for at least the
past 12 consecutive months and must have common financial obligations with the
employee. The adult designee and the employee must be jointly responsible for
each other’s welfare.
3. "Exempt” refers to any employee who is not eligible to receive
compensation for overtime pursuant to the Fair Labor Standards Act of 1938.
4. “FLSA” means the Fair Labor Standards Act of 1938.
5. “Full-time employee” means employees whose positions regularly require more
than 30 hours per week on a full-time schedule.
6. "Non-Exempt” refers to an employee who is entitled to receive overtime
compensation pursuant to the FLSA.
SECTION II: EMPLOYEE WAGES, SALARIES & BENEFITS
SUBSECTION I - COMPENSATION PROGRAM & SALARY SCHEDULES
The city’s compensation system and program, in conjunction with this plan, is intended to
attract, motivate and retain qualified personnel necessary to effectively meet public service
demands.
A. Determination
1. The mayor shall develop policies and guidelines for the administration of the
pay plans.
2. To the degree that funds permit, employees shall be paid compensation that:
a. Is commensurate with the skills and abilities required of the position;
b. Achieves equal pay for equal work;
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c. Attains comparability and is competitive with the compensation paid
by other public and/or private employers with whom the city compares
and/or competes for personnel recruitment and retention.
3. To the extent possible, market surveys shall be used to assess and evaluate the
city’s competitiveness with a cross section of organizations with whom the city
competes for personnel recruitment and retention. This may include one or more of
the following:
a. Compensation surveys, including actual pay and other cash
allowances paid to employees.
b. Benefits surveys, including paid leave, group insurance plans,
retirement, and other employer-provided and voluntary benefits.
c. Regular review of the city’s compensation plans and pay structures to
ensure salary ranges and regular pay practices provide for job growth and
encourage employee productivity.
B. Salary Schedules
1. All Employees covered under this plan (except for those designated as
“Elected Officials”) shall be paid base wages or salaries according to the General
Employee Pay Plan attached as Appendix “A.” Wages and salaries shall not be less
than the established range minimum or higher than the range maximum, unless
otherwise approved by the mayor or mayor’s designee.
2. Appointed Employees: The specific pay level assignments for Appointed
Employees are shown in Appendix “B.”
3. Elected Officials: Elected officials shall be paid annual compensation according
to schedule attached as Appendix "C."
C. Other Compensation
The mayor or the city council may distribute appropriated monies to city employees as
discretionary retention incentives or retirement contributions; or special lump sum
supplemental payments. Retention incentives or special lump sum payments are subject
to the mayor’s or city council’s approval.
SUBSECTION II - EMPLOYEE COMPENSATION FOR FISCAL YEAR 2023
For employees covered under this plan, the city will increase each employee’s base pay by four
and one-half percent. Salaries for elected officials will, also, be increased by four and one-half
percent.
The city’s living wage for regular, full-time employees is set and shall be no less than $15.11 per
hour.
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SUBSECTION III - EMPLOYEE INSURANCE
The city will make available group medical, health and flex savings plans, dental, life, accidental
death & dismemberment, long-term disability insurance, voluntary benefits and an employee
assistance program (EAP) to all eligible employees and their eligible spouse, adult designee,
dependents and dependents of adult designee pursuant to city policy.
A. Employer-Paid Contributions. Effective July 1, 2022, the city’s contribution toward
the total premium for group medical will be 95% for the high -deductible Summit Star
Plan. For employees enrolled in the high-deductible Summit Star Plan, the city will also
contribute a one-time total of $750 into a qualified health savings account (HSA) or a
Health Reimbursement Account (HRA) for those enrolled for single coverage and
$1,500 for those enrolled for double or family coverage per plan year. Health savings
account or Health Reimbursement Account (HRA) contributions will be pro-rated for
any employee hired after July 1, 2022.
B. 501(c) (9) Post Employment Health Reimbursement Account. The city will
contribute $24.30 per bi-weekly pay period into each employee’s Post Employment
Health Reimbursement Account. For any year in which there are 27 pay periods, no
such contribution will be made in the 27th pay period.
SUBSECTION IV - WORKERS’ COMPENSATION
The city will provide workers’ compensation coverage to employees as required by applicable
law.
SUBSECTION V - SOCIAL SECURITY EXCEPTION FOR POLICE & FIRE
All sworn employees in the Police and Fire departments covered under this plan are exempt from the
provisions of the federal Social Security System unless determined otherwise by the city or
required by applicable law.
SUBSECTION VI - RETIREMENT
A. Retirement Programs. The city hereby adopts the Utah State Retirement System for
providing retirement benefits 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 and consistent with applicable law. Such programs
may include:
1. The Utah State Public Employees (Contributory and Non-Contributory);
Public Safety Retirement Systems; or, the Utah Firefighters Retirement System; or,
2. Deferred compensation programs.
B. The 2022-2023 fiscal year retirement contribution rates for employees, including
elected officials, are shown in Appendix “D.”
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SECTION III: WORK HOURS, OVERTIME & OTHER PAY ALLOWANCES
SUBSECTION I – WORK HOURS
A. The city’s standard work week begins Sunday at 12:00am and ends the following
Saturday at 11:59pm. Alternatives to the standard work week may be authorized and
adopted for specific work groups, such as:
1. The standard work schedule for combat Fire Battalion Chiefs, which
includes two consecutive 24-hour shifts immediately followed by 96 hours off.
SUBSECTION II- OVERTIME COMPENSATION
A. Overtime Compensation. The city will pay non-exempt employees overtime
compensation as required by the FLSA. The city will pay overtime hours at 1 ½ times
the employee’s regular hourly rate or, at the employee’s request and with their
department director’s approval, provide compensatory time off at a rate of 1½ hours for
each overtime hour in lieu of overtime compensation.
1. Employees may accrue compensatory time up to a maximum amount as
determined by their department director.
2. The city may elect at any time to pay an employee for any or all accrued
compensatory hours.
3. The city will includ e only actual hours worked and holiday leave hours when
calculating overtime.
4. When used, personal leave and compensatory time will not be included in
the calculation of overtime.
5. The city will pay out all accrued compensatory hours whenever an
employee’s status or position changes from FLSA non-exempt to exempt.
B. Labor Costs— Declared Emergency— Overtime Compensation for FLSA Exempt
Employees. The city may pay exempt employees overtime pay for any hours worked
over forty (40) hours in a workweek at a rate equivalent to their regular base hourly rate
of pay during periods of emergency. The city shall only make such payment when all of
the following conditions occur:
1. The mayor or the city council has issued a “Proclamation of Local Emergency”
or the city responds to an extraordinary emergency; and,
2. Exempt employees are required to work over forty (40) hours for one or more
workweek(s) during the emergency period: and,
3. The mayor and/or the city council approve the use of available funds to cover
the overtime payments.
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The city shall distribute any overtime payments consistently with a pre-defined standard
that treats all exempt employees equitably. Hours worked under a declared or
extraordinary emergency must be paid hours and cannot be accrued as compensatory
time.
SUBSECTION III - LONGEVITY PAY
A. Eligibility. With the exception of elected officials, the city will pay a monthly
longevity benefit to full-time employees based on the most recent date an employee
began full -time employment as follows:
1. Employees who have completed six (6) consecutive years of employment with
the city will receive $50;
2. Employees who have completed ten (10) consecutive years of employment with
the city will receive $75;
3. Employees who have completed sixteen (16) full years of employment wit h the
city will receive $100; and,
4. Employees who have completed twenty (20) full years of employment with the
city will receive $125.
B. Pension Base Pay. Longevity pay will be included in base pay for purposes of
pension contributions.
C. Longevity While on an Unpaid Leave of Absence. Employees do not earn or receive
longevity payments while on an unpaid leave of absence. When an employee returns
from an approved unpaid leave of absence, longevity payments will resume.
SUBSECTION IV - WAGE DIFFERENTIALS & ADDITIONAL PAY
Eligible employees receive certain wage differentials as follows:
A. Call Back and Call Out Pay. Non-exempt employees will be paid Call Back or Call
Out pay based upon department director approval and the following guidelines:
1. Call Back Pay: Non-sworn, non-exempt employees who have been released
from normally scheduled work and standby periods, and who are directed by an
appropriate department head or designated representative to return to work prior to
their next scheduled normal duty shift, will be paid for a minimum of three (3)
hours straight-time pay and, in addition, will be guaranteed a minimum four (4)
hours work at straight-time pay.
2. Call Out Pay for Police Sergeants. Sergeants who have been released from their
scheduled work shifts and have been directed by an appropriate division head or
designated representative to perform work without at least 24 hours advance notice
or scheduling, shall be compensated as follows:
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a. Sergeants who are directed to report to work shall receive a minimum of
four (4) hours compensation at one and one -half times their hourly wage
rate, or one and one-half times their hourly wage rate for actual hours
worked, whichever is greater.
b. Sergeants who are assigned to day shift, and who are directed to perform
work within eight (8) hours prior to the beginning of their regularly
scheduled shift shall receive a minimum of four (4) hours compensation at
one and one-half times their hourly wage rate, or one and one-half times
their hourly wage rate for actual hours worked, whichever is greater.
c. Sergeants who are assigned to afternoon or graveyard shifts, and who are
directed to perform work within eight (8) hours following the end of their
regularly scheduled shift shall receive a minimum of four (4) hours
compensation at one and one-half times their hourly wage rate, or one and
one-half times their hourly wage rate for actual
hours worked, whichever is greater.
B. Standby Pay : Non-exempt employees are eligible to receive Standby pay based
upon the following guidelines.
1. Standby for Non-Sworn Employees: Non-exempt, non-sworn employees
who have been released from normally scheduled work but have not been released
from standby status will be paid either two (2) hours of straight time pay for each 24
hour period of limited standby status; or two (2) hours straight time pay for each 12-
hour period of standby status if they are Department of Airports or Public Utilities
Department employees.
a. First Call to Work. An eligible employee who is directed to return to his
or her normal work site during an assigned Standby period by a department
head or designated representative without advanced notice or scheduling will
be paid a guaranteed minimum of four (4) hours, which may include any
combination of hours worked and/or non-worked straight-time pay.
b. Additional Calls to Work. An eligible employee will be paid an
additional guaranteed minimum of two (2) hours, which may include any
combination of hours worked and/or non-worked straight-time pay, for each
additional occasion he or she is called to work during the same twenty-four
(24) or twelve (12) hour standby period.
c. Exclusion for Snow Fighters. Any employee on standby as a member of
the Snow Fighter Corps shall not receive standby/on-call pay or shift
differential when on standby or called back to fight snow.
2. Standby for Police Sergeants: Police Sergeants directed by their division
commander or designee to keep themselves available for city service during
otherwise off-duty hours shall be compensated two (2) hours of straight time for
each 12-hour period of standby status. This compensation shall be in addition to any
callout pay or pay for time worked the employee may receive during the standby
period.
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C. Extra-Duty Shifts for Police Sergeants. "Extra-duty shifts" are defined as scheduled
or unscheduled hours worked other than the sergeant's normally scheduled work shifts.
"Extra-duty shifts" do not include extension or carry over of the sergeant's normally
scheduled work shift.
1. Any sergeant required by the city to work extra-duty shifts shall receive a
minimum of three (3) hours compensation at one and one -half times their regular
base hourly rate, or time worked paid at one and one-half times their regular hourly
base wage rate, whichever is greater.
D. Shift Allowance, not including Police Sergeants & Lieutenants. Only non- exempt
employees who perform afternoon/ swing or evening shift work are eligible to receive a
shift allowance.
1. The city will include all shift allowance when computing overtime. An
employee who receives Snow Fighter Corps differential pay is not eligible to also
receive shift allowance.
2. Day Shift: No allowance will be paid for work hours which are part of a regular
day shift.
3. Eligible Hours: For each non-day shift hour worked between the hours of 6:00
p.m. and 6:00 a.m., the city will pay an eligible non-exempt employee a differential
of $1.00 per hour.
E. Shift Differential for Police Sergeants & Lieutenants: The city will pay Police
sergeants & lieutenants shift differentials according to the shift actually worked. Actual
shift differential rates are determined as follows:
1. Day Shift: No differential pay for hours worked during day shift, which begins
at 0500 hours until 1159 hours.
2. Swing Shift: A differential of 2.5% in addition to the regular day rate shall be
paid for swing shift, which begins at 1200 hours until 1759 hours.
3. Graveyard Shift: A differential of 5.0% in addition to the regular day rate shall
be paid for graveyard shift, which begins at 1800 hours until 0459 hours.
F. K-9 Squad Allowance: Police sergeants assigned to the K-9 squad will be
compensated as follows:
1. Police sergeants shall be allowed ten (10) hours per month to care for the
police service dog. Such hours shall be counted as part of the Police sergeant's
regular work shift(s).
2. Police sergeants shall be provided ten (10) hours per month while off duty,
at the rate of one-and-one-half (1 ½) times their wage rate, to care for the police
service dog. No more than ten (10) hours per month shall be spent off duty to
care for the police service dog unless authorized by the Police Chief or designee.
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G. Acting/Working out of Classification. A department head may elect to grant
additional compensation to an employee for work performed on a temporary basis,
whether in an acting capacity or otherwise, beyond the employee’s regular job
classification for any period lasting 20 or more working days. Unless approved by the
mayor or mayor’s designee, acting pay shall be limited to no more than 90 calendar days
from the start date and paid separately from regular earnings on each employee’s wage
statement. Compensation adjustments may be retroactive to the start date of the
temporary job assignmen t. Exceptions may be approved by the mayor or mayor’s
designee.
1. Acting pay shall be excluded when calculating any leave payouts, including
vacation, holiday, and personal leave.
H. Snowfighter Pay. The city will pay employees designated by the department head,
or designee, as members of the Snow Fighter Corps a pay differential equal to $200 per
pay period for the snowfighter season not to exceed $2,000 during each fiscal year for
work related to snow removal. This pay shall be separate from regular earnings on each
employee’s wage statement.
SUBSECTION V - EDUCATION AND TRAINING PAY
A. Education Incentives. The mayor may adopt programs to promote employee
education and training, provided that all compensation incentives are authorized within
appropriate budget limitations established by the city council.
1. Police Sergeants, Lieutenants, and Captains are eligible for a $500 per year job-
related training allowance.
2. Fire Battalion/Division Chiefs are eligible for incentive pay following
completion of degree requirements at a fully accredited college or university and
submission of evidence of a diploma to Human Resources. The city will pay
monthly allowances according to the educational degree held, as follows:
Doctorate………….. $100.00
Masters………..…... $75.00
SUBSECTION VI – OTHER PAY ALLOWANCES
A. Meal Allowance. When approved by management, employees may receive meal
allowances in the amount of $10.00 when an employee works two or more hours
consecutive to their normally scheduled shift. Employees may also be eligible to
receive $10.00 for each additional four-hour consecutive period of work which is in
addition to the normally scheduled work shift.
1. Fire and police department employees shall be provided with adequate food
and drink to maintain safety and performance during emergencies or extraordinary
circumstances.
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B. Business Expenses. City policy shall govern the authorization of employee
advancement or reimbursement for actual expenses reasonably incurred while
performing city business. Advance payment or reimbursement for expenses shall be
approved only when the amounts are documen ted and within the 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 may require an
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 privately-owned automobiles for
official city business will be reimbursed for the operation expenses at the rate
specif ied in city policy.
3. The city will provide a car allowance to department directors, the mayor’s
chief of staff, the mayor’s chief administrative officer, up to three additional employees
in the mayor’s office, and the city council Executive Director at a rate not to exceed
$400 per month. A car allowance may be paid to specific appointed employees at a
rate not to exceed $400 per month as recommended by the mayor and approved by
the city council.
D. Uniform Allowance. The city will provide employees who are required to wear
uniforms in the performance of their duties a monthly uniform allowance as follows:
1. Non-sworn Police and Fire Department employees—$65.00
2. Watershed Management Division employees—$65.00
3. Fire: Battalion Chiefs will be provided uniforms and other job-related safety
equipment, as needed. Employees may select uniforms and related equipment from
an approved list. The total allowance provided shall be $600 per year, or the amount
received by firefighter employees, whichever is greater. Appointed employees shall
be provided uniforms or uniform allowances to the extent stated in Fire department
policy.
a. Dangerous or contaminated safety equipment shall be cleaned,
repaired, or replaced by the Fire department.
4. Police: Police sergeants, lieutenants, and captains in uniform assignments,
as determined by their bureau commander, will be enrolled in the department’s
quartermaster system.
a. The quartermaster system will operate as follows:
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i. Necessary uniform and equipment items, including patrol uniforms,
detective uniforms, duty gear, footwear, cold- weather gear, headwear,
etc. will be provided to Police sergeants, lieutenants, and captains by the
department’s quartermaster pursuant to department policy.
ii. A full inventory of items that the quartermaster will provide to Police
sergeants, lieutenants and captains within the quartermaster system and
the manner in which they will be distributed will be stated in department
policy.
iii. Police sergeants, lieutenants and captains in the quartermaster system
will be paid the sum of One Hundred Dollars ($100) each fiscal year for
the purpose of independently purchasing any incidental uniform item or
equipment not provided by the quartermaster system. Payment will be
made each year on the first day of the pay-period that includes August
15.
b. The city will provide for the cleaning of uniforms as described in Police
department policy.
c. Police sergeants, lieutenants, and captains in plainclothes assignments,
as determined by their bureau commander, are provided a clothing and
cleaning allowance totaling $39.00 per pay period. Sergeants, lieutenants,
and captains who are transferred back to a uniform assignment will return to
the quartermaster system upon transfer.
d. Uniforms or uniform allowances for appointed Police employees will be
provided to the extent stated in Police department policy.
E. Allowances for Certified Golf Teaching Professionals. The mayor may, within
budgeted appropriations and as business needs indicate, authorize golf lesson revenue
sharing between the city and employees recognized as Certified Golf Teaching
Professionals as defined in the Golf Division’s Golf Lesson Revenue Policy. Payment
to an employee for lesson revenue generated shall be reduced by: 1) a ten (10%) percent
administrative fee to be retained by the Golf division, and 2) the employee’s payroll tax
withholding requirements in accordance with applicable law.
F. Other Allowances. The mayor or the city council may, within budgeted
appropriations, authorize the payment of other allowances in extraordinary
circumstances (as determined by the mayor or the city council).
SUBSECTION VII - SEVERANCE BENEFIT
Subject to availability of funds, any current appointed employee who is not retained, not
terminated for cause and who is separated from city employment involuntarily shall receive
severance benefits based upon their respective appointment date.
A. Severance benefits shall be calculated using the employee’s salary rate in effect on
the employee’s date of termination. Receipt of severance benefits is contingent upon
execution of a release of all claims approved by the city attorney’s office.
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1. Employees appointed on or after January 1, 1989 and before January 1, 2000
shall receive a severance benefit equal to one months’ base salary for each
continuous year of city employment in an appointed status before January 1, 2000.
Severance shall be calculat ed on a pro-rata basis for a total benefit of up to a
maximum of six m onths.
2. Current department heads, along with the mayor’s chief of staff and the
executive director of the city council office, appointed on or after January 1, 2000
shall receive a severance benefit equal to two month’s base salary after one full year
of continuous city employment in an appointed status; four months’ base salary
after two full years of continuous city employment in an appointed status; or, six
months’ base salary after three full years or more of continuous city employment in
an appointed status.
3. Current appointed employees who are not department heads, and who were
appointed on or after January 1, 2000 shall receive a severance benefit equal to one
week’s base salary for each year of continuous city employment in an appointed
status, calculated on a pro-rata basis, for a total benefit of up to a maximum of six
weeks.
B. Leave Payout: Appointed employees with leave hour account balances under Plan A
or Plan B shall, in addition to the severance benefit provided, receive a severance
benefit equal to the “retirement benefit” value provided under the leave plan of which
they are a participant (either Plan A or Plan B), if separation is involuntary and not for
cause.
C. Not Eligible for Benefit. An appointed employee is ineligible to be paid severance
benefits under the following circumstances:
1. 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.
2. An employee who has been terminated or asked for a resignation by the
mayor or department director under bona fide charges of nonfeasance, misfeasance
or malfeasance in office.
3. An employee who fails to execute a Release of All Claims approved by the
city attorney’s office, where required as stipulated above.
4. An employee who is hired into another position in the city prior to their
separation date.
In the event an employee is hired into another position in the city after their
separation date and prior to the expiration of the period of time for which the
severance benefit was provided, the employee is required to reimburse the City (on
a pro-rata basis) for that portion of the severance benefit covering the period of time
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between the date of rehire and the expiration of the period of time for which the
severance benefit was provided.
SECTION IV: HOLIDAY, VACATION & LEAVE ACCRUAL
Benefits-eligible employees shall receive pay for holidays, vacation and other leave as provided in
this section. Employees do not earn or receive holiday and vacation benefits while on unpaid
leave of absence. However, employees on an unpaid military leave of absence may be entitled to
the restoration of such leave benefits, as r equired by applicable law.
SUBSECTION I – HOLIDAYS
A. The following days are recognized and observed as holidays for covered employees.
Eligible employees will receive pay for non-worked holidays equal to their regular rate
of pay times the total number of hours which make a regularly scheduled shift. Except
as otherwise noted in this subsection, an employee may not bank a worked holiday.
1. New Year's Day, the first day of January.
2. Martin Luther King, Jr. Day (Human Rights Day), the third Monday of
January.
3. President's Day, the third Monday in February.
4. Memorial Day, the last Monday of May.
5. Juneteenth National Freedom Day, June 19
a. If June 19 is on a Tuesday, Wednesday, Thursday, or Friday, the
holiday will be observed on the immediately preceding Monday. If June 19
is on a Saturday or Sunday, the holiday will be observed on the immediately
following Monday.
6. Independence Day, July 4.
7. Pioneer Day, July 24.
8. Labor Day, the first Monday in September.
9. Indigenous People’s Day, the second Monday of October (only for eligible
employees assigned to the Justice Court)
10. Veteran's Day, November 11.
11. Thanksgiving Day, the fourth Thursday in November.
12. The Friday after Thanksgiving Day (excluding employees assigned to the
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Justice Court)
13. Christmas Day, December 25.
14. One personal holiday per calendar year, taken upon request of an employee
and as approved by a supervisor.
B. When any holiday listed above falls on a Sunday, the following business day is
considered a holiday. When any holiday listed above falls on a Saturday, the preceding
business day is considered a holiday. In addition to the above, any day may be
designated as a holiday by proclamation of the mayor or the city council.
C. All holiday hours, including personal holidays, must be used in no less than regular
full day or shift increments.
1. A Fire battalion/division chief may be allowed to use a holiday in less than a
full shift increment only when converting from a “support” to “operations” work
schedule results in the creation of a half-shift.
D. No employee will receive more than the equivalent of one workday or a regular
scheduled shift as holiday pay for a single holiday. Employees must either work or be in
an authorized paid leave status a working day before and a working day after the
holiday to qualify for holiday pay.
1. An employee who is off work and in a paid status covered by short-term
disability or parental leave receives regular pay as a benefit and, therefore, is not
entitled to bank a holiday while off work.
E. Holiday Exceptions: Except for employees assigned to the Justice Court, an eligible
employee may observe the Friday after Thanksgiving Day up to 50 days prior to the
actual holiday with prior management approv al. For Columbus Day, which is limited
only to employees assigned to the Justice Court, an employee may observe the holiday
up to 50 days following the actual holiday.
F. Police Sergeant, Lieutenant, & Captain Holiday Hours Worked: When a day
designated as a holiday falls on a scheduled work day, a Police sergeant, lieutenant, or
captain may elect to take the day off work, subject to the approval of their supervisor, or
receive their regular wages for such days worked and designate an alternate day off
work to celebrate the holiday. For a Police sergeant whose assignment requires staffing
on either the graveyard shift prior to, or the day and afternoon shift on Thanksgiving
Day or Christmas Day, all hours worked will be compensated at a rate of one-and-one-
half (1 ½) times the employee’s regular base wage rate.
G. Police Sergeant, Lieutenant, & Captain Accrued Holiday Leave Payout: Police
sergeants, lieutenants, and captains who retire or separate from city employment for any
reason shall be compensated for any holiday time accrued and unused during the
preceding 12 months. Employees will not be compensated for any unused holiday time
accrued before the 12 months preceding the employee’s retirement or separation.
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1. Any Police sergeant, lieutenant, or captain who is transferred or promoted to
a higher-level position within the department, including Deputy Chief, Assistant
Chief, or Police Chief, or to a position in another city department will be paid out at
their current base pay rate for any holiday time accrued and unused during the
preceding 12 months.
SUBSECTION II - VACATION LEAVE
The city will pay eligible employees their regular salaries during vacation periods earned and
taken in accordance with the following provisions. Except as provided for expressly in either city
policy or this plan, vacation leave hours are ineligible to be cashed out or used to exceed the total
number of hours for which an employee is regularly compensated during a work week or a pay
period.
Vacation hours may be used on the first day of the pay period following the period in which the
vacation hours are accrued.
A. Full-Time employees and appointed employees (except for those noted in
paragraphs B and C of this subsection) accrue vacation leave based upon years of city
service as follows:
Years of Hours of Vacation Accrued
City Service Per Bi-Weekly Pay Period
0 to end of year 3 3.73
4 to end of year 6 4.42
7 to end of year 9 4.81
10 to end of year 12 5.54
13 to end of year 15 6.15
16 to end of year 19 6.77
20 or more 7.69
B. Department directors, the mayor’s chief of staff, the mayor’s chief administrative
officer, up to two additional senior positions in the mayor’s office as specified by the
mayor, the executive director of the city council, and justice court judges will accrue
7.69 hours each bi-weekly pay period.
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C. Fire battalion chiefs in the Operations division of the Fire department will accrue
vacation leave according to the following schedule:
Years of Accrued Hours of Vacation
City Service Per Pay Period
0 to end of year 3 5.54
4 to end of year 6 6.46
7 to end of year 9 7.38
10 to end of year 12 8.31
13 to end of year 14 9.23
15 to end of year 19 10.15
20 or more 11.54
D. For any plan year in which there are 27 pay periods, no vacation leave hours will be
awarded in the 27th pay period.
E. Years of city service are based on the most recent date the person became a full-
time salaried employee.
F. Full-time employees re-hired by the city are eligible to receive prior service credit
for previous full-time city employment and time worked with other public jurisdictions
without a break in service. Prior service credit is applicable for vacation accrual, personal
leave accrual, short-term disability benefits, layoff, and awarding of employee service
awards and service certificates only. Prior service credit does not apply to longevity
pay.
G. Full-time and appointed employees (except those listed in Paragraph B of this
subsection) may accumulate vacations, according to the length of their full-time years
of city Service, up to the following maximum limits:
Up to and including 9 years Up to 30 days/ 15 shifts/ 240 hours
After 9 years Up to 35 days/ 17.5 shifts/ 280 hours
After 14 years Up to 40 days/ 20 shifts/ 320 hours
For purposes of this subsection, "days" means "8-hour" days and “shifts” means
“24-hour” combat shifts.
H. Department directors and those included in Paragraph B of this subsection may
accumulate up to 320 hours of vacation without regard to their years of employment
with the city.
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I. Any vacation accrued beyond the allowable maximums will be deemed forfeited
unless used before the end of the pay period in which an employee’s designated
longevity date occurs. However, in the case of an employee’s return from an unpaid
military leave of absence, leave hours may be restored according to requirements under
applicable law.
J. Vacation Payout at Termination: An employee separating from employment may not
exhaust more than 80 hours of any combination of accrued vacation, personal leave, or banked
(holiday or vacation) leave prior to their last day of employment. Employees shall be paid at
their base hourly rate for any unused accrued vacation leave time following termination
of employment, including retirement.
K. Vacation Allowance: As a recruiting incentive, the mayor or t he city council may
provide a one-time allowance of up to 120 hours of vacation leave.
SUBSECTION III - SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE
Benefits in this section are for the purpose of income replacement for employees during
absence from work due to illness, accident or personal reasons. Some of these absences
may qualify under the Family and Medical Leave Act of 1993 (FMLA). Although the city
requires use of accrued paid leave prior to taking unpaid FMLA leave, employees will be
allowed to reserve up to 80 hours of non-lapsing leave as a contingency for future use by
submitting a written request to Human Resources. Employees are not eligible to earn or
receive leave benefits while on an unpaid leave of absence.
However, employees on an unpaid military leave of absence may be entitled to the
restoration of such leave benefits, as provided by applicable law.
Employees hired on or after November 16, 1997 receive personal leave benefits under Plan
B. All other employees receive personal leave benefits pursuant to the plan they participated
in as of November 15, 1998. Employees hired before November 16, 1997 shall receive
personal leave benefits under Plan B if they elected to do so during any city - established
election period occurring in 1998 or later.
A. Plan “A ”
1. Sick Leave
a. Sick leave is provided for full-time employees under 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 e stablish rules
governing the interfacing of sick leave and workers’ compensation benefits
and avoiding, to the extent allowable by law, duplicative payments.
b. Each full-time employee accrues sick leave at a rate of 4.62 hours per
pay period. For any plan year in which there are 27 pay periods, no sick
leave hours will be awarded in the 27th pay period. Authorized and unused
sick leave may be accumulated from year to year, subject to the limitations
of this plan.
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1. Sick Leave Accrual for Fire Battalion Chiefs – Each covered
employee shall be entitled to 15 days of sick leave each calendar year,
except for members of the Operations division who shall be entitled to
7.5 shifts of sick leave each calendar year. The City shall credit a
covered employee’s sick leave account in a lump sum (either 15 days
or7.5 shifts) during the first month of each calendar year. 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
240 hours of sick leave may choose to convert up to 64 hours of the sick
leave earned and unused during any given year to vacation. Any sick leave
used during the calendar year reduces the allowable conversion by an equal
amount.
1. Sick Leave Conversion for Fire Battalion Chiefs – Fire Battalion
Chiefs who have accumulated 15 shifts (for Operations employees), or
240 hours (for non-Operations employees) may choose to convert a
portion of the year sick leave grant from any given year to vacation, as
follows—
Number of Sick Leave Shifts
Used During Previous Calendar
Year (Operations Only)
Number of Sick Leave Shifts
Available for Conversion
(Operations Only)
No shifts used 5 shifts
One shift used 4 shifts
Two shifts used 3 shifts
Three shifts used 2 shifts
Four shifts used 1 shift
Five or more shifts used No shifts
Number of Sick Leave Shifts
Used During Previous Calendar
Year (Support Only)
Number of Sick Leave Shifts
Available for Conversion
(Support Only)
No days used 9 days
One day used 8 days
Two days used 7 days
Three days used 6 days
Four days used 5 days
Five or more days used 0 days
d. Conversion at the maximum allowable hours will be made unless the
employee elects otherwise. Any election by an employee for no conversion,
or to convert less than the maximum allowable sick leave hours to vacation
time, must be made by notifying the employee’s department timekeeper or
the city payroll administrator, in writing, not later than the second pay period
of the new calendar year (or the November vacation draw for Fire Battalion
Chiefs). Otherwise, the opportunity to waive conversion or elect conversion
other than the maximum allowable amount will be deemed waived for that
calendar year. In no event may sick leave days be converted from other than
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the current year's sick leave allocation.
e. Any sick leave hours, properly converted to vacation benefits as
above described, must be taken before any other vacation hours to which the
employee is entitled; however, in no event is an employee, upon the
employee’s separation from employment, entitled to any pay or
compensation for any sick leave converted to vacation. An employee
forfeits any sick leave converted to vacation remaining unused at the date of
separation from employment.
f. Sick Leave Benefits Upon Layoff. Employees who are subject to
layoff because of lack of work or lack of funds will be paid at 100% of their
hourly base wage rate as of the date of termination for each accumulated
unused sick leave hour.
2. Hospitalization Leave
a. Hospitalization leave is provided for full-time employees under Plan
“A,” in addition to sick leave authorized hereunder, as insuran ce against loss
of income when an employee is unable to perform assigned duties because of
scheduled surgical procedures, urgent medical treatment, or hospital
inpatient admission.
b. Employees are entitled to 30 days of hospitalization leave each
calendar year. Hospitalization leave does not accumulate from year to year.
Employees may not convert hospitalization leave to vacation or any other
leave, nor may they convert hospitalization leave to any additional benefit at
time of retirement.
c. Employees who are unable to perform their duties during a shift due
to preparations (such as fasting, rest, or ingestion of medicine), for a
scheduled surgical procedure, may report the absence from the affected shift
as hospitalization leave, with the prior approval of their division head or
supervisor.
d. An employee who must receive urgent medical treatment at a
hospital, emergency room, or acute care facility, and who is regularly
scheduled for work or unable to perform their duties during a shift (or work
day) due to urgent medical treatment, may re port the absence from the
affected shift as hospitalization leave. Similarly, an employee who is absent
from work while on approved leave is also allowed to claim hospitalization
leave.
1. An employee who wishes to claim hospitalization leave is responsible
to report the receipt of urgent medical treatment to the employee’s
division head or supervisor as soon as practical.
2. For purposes of use of hospitalization leave, urgent medical
treatment includes at-home care directed by a physician immediately
after the urgent medical treatment and within the affected shift.
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e. Employees who, because they are admitted as an inpatient to a hospital
for medical treatment, are unable to perform their duties, may report the
absence from duty while in the hospital as hospitalization leave.
f. Medical treatment consisting exclusively or primarily of post -injury
rehabilitation or therapy treatment, whether conducted in a hospital or other
medical facility, shall not be counted as hospitalization leave.
g. An employee requesting hospitalization leave under this section may
be required to provide verification of treatment or care from a competent
medical practitioner.
3. Dependent Leave
a. Under Plan “A,” dependent leave may be requested by a full-time
employee for the following reasons:
1. Becoming a parent through birth or adoption of a child.
2. Placement of a foster child in the employee’s home.
3. Due to the care of the employee’s child, spouse, spouse’s child, adult
designee, adult designee’s unmarried child under age 26, or parent with
a serious health condition.
b. Under Plan “A,” dependent leave may also be requested by a full-
time employee to care for an employee’s child, spouse, spouse’s child, adult
designee, an adult designee’s unmarried child under age 26, or a parent who
is ill or injured but who does not have a serious health condition.
c. 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. If an employee has available unused sick leave, sick leave may be
used as dependent leave.
3. An employee is required to give notice of the need to take dependent
leave, including the expected duration of leave, to his or her supervisor
as soon as possible.
4. Upon request of a supervisor, an employee will be required to
provide a copy of a birth certificate or evidence of child placement for
adoption, or a letter from the attending physician in the event of
hospitalization, injury, or illness of a child, spouse, spouse’s child, adult
designee, adult designee’s child, or parent within five calendar days
following a return from leave.
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5. An employee’s sick leave shall be reduced by the number of hours
taken by an employee as dependent leave.
4. Career Incentive Leave, Plan “A”
Full-Time employees, who have been in continuous 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 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. This leave can
be used for any reason. Requests for Career Incentive Leave must be submitted in
writing to the appropriate department director and be approved subject to the
department’s business needs (e.g., work schedules and workloads).
5. Retirement Benefit, Plan “A”
a. Employees who meet the eligibility requirements of the Utah State
Retirement System and who retire from the city will be paid at their base
hourly rate for 50% of their accumulated sick leave hours balance based on
the schedule below:
Retirement Month 50% sick leave will be:
January 1st – June 30th Contributed to 501(c)9 Health Reimbursement
Account Plan
(premium-only account) July 1st – December 31st Cash to retiree
B. Plan “B”
1. The benefit Plan Year of Plan “B” begins in each calendar year on the first day
of the pay-period that includes November 15. Under Plan “B,” paid personal leave
is 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. Where the leave is not related to the
employee’s own illness or disability—or an event that qualifies under the FMLA—
a personal leave request is subject to supervisory approval based on the operational
requirements of the city and any policies regarding the use of such leave adopted by
the department in which the employee works. Personal leave hours may be used on
the first day of the pay period following the period in which the hours are earned.
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2. Each full-time employee under Plan “B” is awarded personal leave hours based
on the following schedule:
Months of
Consecutive Hours of
City Service Personal Leave
Less than 6 40
Less than 24 60
24 or more 80
Employees hired during the plan year are provided paid personal leave on a pro-
rated basis.
3. Not later than October 31st of each calendar year, employees covered by Plan
“B” may elect, by notifying their department timekeeper or the city payroll
administrator in writing, to:
a. Convert any unused personal leave hours availab le at the end of the
first pay period of November to a lump sum payment equal to the following:
For each converted hour, the employee will be paid 50 percent of the
employee’s regular hourly base wage rate (not including acting pay) in
effect on the date of conversion. In no event will total pay hereunder exceed
40 hours of pay (80 hours at 50%); 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, to a lump sum
payment as provided in subparagraph (3)(a), above, and carry over a portion
as provided in subparagraph (3)(b), above.
4. Maximum Accrual. A maximum of 80 hours of personal leave may be carried
over to the next plan year. Any personal leave hours unused at the end of the plan
year in excess of 80 will be converted to a lump sum payment as provided in
subparagraph 3(a) above.
5. Termination Benefits. An employee separating from employment may not exhaust
more than 80 hours of any combination of accrued vacation, personal leave, or banked
(holiday or vacation) leave prior to their last day of employment. 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 regular hourly base wage rate (not including acting
pay) on the date of termination for each unused hour. For purposes of this
paragraph, “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 pay periods
worked in the plan year (rounded to the end of the pay period which includes the
separation date) to 26 pay periods. If the employee, at the time of separation, has
23
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 f rom the employee’s
paycheck.
6. Conditions on Use of Personal Leave include:
a. Minimum use of personal leave, with supervisory approval, must be
in no less than quarter-hour increments.
b. Except in unforeseen circumstances, such as emergencies or the
employee’s inability to work due to illness or accident or an unforeseen
FMLA-qualifying event, an employee must provide their supervisor with
prior notice to allow time for the supervisor to make arrangements necessary
to cover the employee’s work.
c. For leave due to unforeseen circumstances, the employee must give
their supervisor as much prior notice as possible.
d. Except as provided for expressly in either city policy or this plan,
personal leave hours are ineligible to be cashed out or used to exceed the
total number of hours for which an employee is regularly compensated
during a work week or a pay period.
7. Career Enhancement Leave, Plan “B”: 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 one -time
leave benefit could be used for formal training, informal course of study, job-related
travel, internship, mentoring or other activity that could be of benefit to the city and
the employee’s career development. Selected employees will 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 (who will review the request
to ensure compliance with these guidelines).
8. Retirement/Layoff (RL) Benefit, Plan “B”
a. Full-Time employees currently covered under Plan “B” who were
hired before November 16, 1997, and who elected to be covered under Plan
“B,” shall have a retirement/layoff (RL) account equal to sixty percent of
their accumulated unused sick leave hours available on November 16,
1997, minus any hours withdrawn from that account since it was established.
b. Full-Time employees who were hired before November 16, 1997 and
who elected in 1998 to be covered under Plan “B,” shall have a
retirement/layoff (RL) account equal to fifty percent of their accumulated
unused sick leave hours available on November 14, 1998, minus any hours
withdrawn after the account is established.
c. Full-Time employees who were hired before November 16, 1997 and
24
who elected in 2007 or later during any period designated by the city to be
covered under Plan “B,” shall have a retirement /layoff (RL) account equal
to forty percent of their accumulated unused sick leave hours available on
the date that Plan B participation began, minus any hours withdrawn after
the account is established.
d. Payment of the RL Account.
1. All hours in an employee’s RL account shall be payable upon
retirement or as a result of layoff. In the case of layoff, 100% of R/L
hours shall be paid to the employee according to the employee’s base
hourly rate of pay on date of layoff. Any employee who quits, resigns, is
separated, or is terminated for cause is not eligible to receive payment
for RL account hours.
2. In cases of retirement, an eligible employee shall be paid at their base
hourly rate for 100% of their RL account balance based on the schedule
below:
Retirement Month 100% RL hours will be:
January 1st – June 30th Contributed to 501(c)9 Health Retirement
Account Plan
(premium-only account) July 1st – December 31st Cash to retiree
e. Hours may be withdrawn from the RL account to cover an
employee’s absence from work due to illness or injury, need to care for a
dependent, any emergency or to supplement Workers’ Compensation
benefits after personal leave hours are exhausted. RL account hours, when
added to the employee’s workers’ compensation benefit, may not exceed the
employee’s regular net salary.
9. Short-Term Disability Insurance, Plan “B”: 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). There shall be no cost to the employee for SDI. SDI
shall be administered in accordance with the terms determined by the city.
SUBSECTION IV - PARENTAL LEAVE
A. Full-time employees who become parents through birth, adoption, or foster care
may take up to six consecutive weeks of paid parental leave to care for and bond with
the child. An employee may be allowed to take parental leave up to one year from the
date of a child’s birth or, in the case of adoption or foster care, the date a child is placed
in the employee’s home. Parental leave may be taken during a new employee’s
probationary period. The probationary period will be extended by an amount of time
equivalent to the parental leave taken.
B. Parental leave will run concurrently (during the same period of time) with FMLA
and SDI (if applicable). Parental leave is limited to six weeks per twelve-month period.
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For employees approved for short-term disability, parental leave will make up the
difference between 100% pay and 66 2/3% pay (if applicable) for up to six weeks.
SUBSECTION V - BEREAVEMENT LEAVE
A. An employee who suffers the loss of an immediate family member including a(n):
current spouse, domestic partner, or adult designee; child, mother, father, brother, sister;
current father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law,
sister-in-law; grandparent; current step-grandfather, step-grandmother; grandchild, or
current step grandchild, stepchild, stepmoth er, stepfather, stepbrother or stepsister,
grandfather-in-law, grandmother-in-law; or, domestic partner’s or adult designee’s
relative as if the domestic partner or adult designee were the employee’s spouse is
eligible to be released from work for bereavement, including attendance at a funeral,
memorial service, or related event(s).
B. In the event of death of an immediate family member, the city will provide an
employee with up to five working days of paid leave for bereavement, including
attendance at a funeral, memorial service, or related event(s). The employee will be
permitted one additional day of bereavement leave if the employee attends a funeral,
memorial service or equivalent event that is held more than 150 miles from Salt Lake
City and the day following the memorial service or equivalent event is a regular
working shift.
C. In the event of death of a first-line extended relative of an employee, or of an
employee’s spouse, domestic partner, or adult designee’s relative as if the adult
designee were the employee’s spouse not covered in paragraph A above (such as an
uncle, aunt or cousin), the city will provide an employee with up to one work shift for
bereavement, including attendance at a funeral, memorial service, or related event(s).
The employee will be permitted one additional day of bereavement leave if the
employee attends a funeral, memorial service or equivalent event that is held more than
150 miles from S alt Lake City and the day following the memorial service or equivalent
event is a regular working shift.
D. In the event of death of a friend, an employee may be allowed to use vacation or
personal leave for time off to attend the funeral or memorial service, as approved by an
immediate supervisor.
E. In the event of death of any covered family member while an employee is on
vacation leave, an employee’s absence may be extended and authorized as bereavement
leave.
F. In the event of a miscarriage or stillbirth, the employee, employee’s spouse or
partner, or employee to be an adoptive parent, the city will provide an employee with
up to three working days of paid leave for bereavement.
SUBSECTION VI - MILITARY LEAVE
A. Leave of absence for employees who enter uniformed service. An employee who
enters the uniformed services of the United States, including the United States Army,
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United States Navy, United States Marine Corps, United States Air Force,
commissioned Corps of the National Oceanic and Atmospheric Administration, United
States Coast Guard, or the commissioned corps of the Public Health Service, is entitled
to be absent from his or her duties and servic e from the city, without pay, as required by
applicable l law. Leave will be granted in accordance with the Uniformed Services
Employment and Reemployment Rights Act (USERRA).
B. Leave while on duty with the armed forces or Utah National Guard. An employee
who is or who becomes a member of the reserves of the federal armed forces, including
the United States Army, United States Navy, United States Marine Corps, United States
Air Force, and the United States Coast Guard, or an y unit of the Utah National Guard, is
allowed military leave for up to 15 working days per calendar year for time spent on
active or reserve duty. Military leave may be in addition to vacation leave and need not
be consecutive days of service. To be covered, an employee must provide
documentation demonstrating a duty requirement.
SUBSECTION VII - JURY LEAVE & COURT APPEARANCES
A. Jury Leave: An employee will be released from duty with full pay when, in
obedience to a subpoena or direction by proper authority, the employee is required to
either serve on a jury or appear as a witness for the United States, the state of Utah, or
other political subdivision.
1. Employees are entitled to retain statutory fees paid for service in a federal court,
state court, or city/county justice court.
2. On any day that an employee is required to report for service and is thereafter
excused from such service during his or her regular worki ng hours from the city, he
or she must forthwith return to and carry on his or her regular city employment.
Employees who fail to return to work after being excused from service for the day
are subject to discipline.
B. Court Appearances. A Police sergeant is eligible to receive compensation as a
witness subpoenaed by the city, the State of Utah, or the United States for a court or
administrative proceeding appearance as follows:
1. Appearances in court or administrative proceeding made while on-duty will be
compensated as normal hours worked.
2. In the event an appearance extends beyond the end of an employee's regularly
scheduled shift, time will be counted as normal work time for the purpose of
computing an employee's overtime compensation.
3. Employees are entitled to retain statutory witness fees paid for service in a
federal court, state court, or city/county justice court.
4. Appearances made while off-duty will be compensated as follows:
(a) The city will pay employees for two hours of preparation time plus
actual time spent in court or in an administrative hearing at one and one-half
27
times their regular hourly rate. Lunch periods granted are not considered
compensable time. Compensation for additional preparation time for any
subsequent appearance during the same day is allowed only when there is at
least two hours between the employee’s release time from a prior court or
administ rative proceeding and the start of the other.
(b) If the time spent in court or administrative proceeding extends into the
beginning of the employee's regularly scheduled work shift, time spent in
court or in administrative proceeding will be deemed ended at the time such
shift is scheduled to begin.
5. An employee is required to provide a copy of the subpoena, including the
beginning time and time released from the court or administrative hearing, with
initials of the prosecuting or another court representative within seven working days
following the appearance.
6. Any employee failing to appear in compliance with the terms of a formal notice
or subpoena may be subject to disciplinary action.
SUBSECTION VIII - INJURY LEAVE (SWORN POLICE AND FIRE EMPLOYEES ONLY)
The city has established rules governing the administration of an injury leave program for sworn
public safety personnel under the following qualifications and restrictions:
A. The disability must have resulted from an injury arising out of the discharge of
official duties or while exercising some form of necessary job-related activity as
determined by the city;
B. The employee must be unable to return to work due to the injury, as verified by a
medical provider acceptable to the city;
C. The leave benefit may not exceed the value of the employee's net sala ry during the
period of absence due to the injury, less all amounts paid or credited to the employee as
workers’ compensation, Social Security, long-term disability or retirement benefits, or
any form of governmental relief whatsoever;
D. The value of benefits provided to employees under this injury leave program may
not exceed the total of $5,000 per employee per injury, unless approved in writing by
the employee’s department head after receiving an acceptable treatment plan and
consulting with the city’s risk manager;
E. The city's risk manager is principally responsible for the review of injury leave
claims, except that appeals from the decision of the city’s risk manager may be
reviewed by the Human Resources director, who may make recommendations to the
mayor for final decisions;
F. If an employee is eligible for workers’ compensation as provided by law and is not
receiving injury leave pursuant to this provision, an employee may elect to use either
accumulated sick leave or hours from the RL account, if applicable, and authorized
28
vacation time to supplement workers’ compensation. The total value of leave hours or
hours from an RL account combined with a workers’ compensation benefit may not
exceed an employee's regular net salary.
SUBSECTION IX - ADDITIONAL LEAVES OF ABSENCE
Additional leaves of absence may be requested in writing and granted as identified in policy
to an employee at the discretion of a department director.
SUBSECTION X - EMERGENCY LEAVE
The city may provide additional paid leave to employees if: i) the mayor has declared a
local emergency; and ii) the mayor and/or city council authorize and approve the use of
available funds for such purposes during the period of local emergency.
Emergency leave may also be provided as a form of income replacement for part -time
(hourly) and/or seasonal employees whose work hours are either red uced or discontinued
temporarily, so long as there is an expectation they will return to work after the emergency
period is ended.
29
APPENDIX A - SALT LAKE CITY COR PORATION
GENERAL EMPLOYEE PAY PLAN (GEPP)
Effective June 26, 2022
GRADE MINIMUM CITY MARKET MAXIMUM
SEAX/HRLY $11.87 $38.23
10 $12.60 $16.46 $20.31
11 $13.21 $17.28 $21.35
12 $13.88 $18.30 $22.71
13 $14.58 $19.06 $23.54
14 $15.30 $19.94 $24.58
15 $16.06 $21.10 $26.14
16 $16.86 $22.34 $27.81
17 $17.71 $23.24 $28.77
18 $18.60 $24.70 $30.80
19 $19.52 $25.79 $32.06
20 $20.51 $26.89 $33.27
21 $20.69 $28.22 $35.75
22 $21.75 $29.66 $37.57
23 $22.83 $31.15 $39.47
24 $23.97 $32.69 $41.41
25 $25.16 $34.32 $43.47
26 $26.43 $36.05 $45.66
27 $27.73 $37.86 $47.98
28 $29.11 $39.77 $50.42
29 $30.59 $41.76 $52.93
30 $32.11 $43.85 $55.58
31 $33.72 $46.05 $58.37
32 $35.40 $48.34 $61.27
33 $37.18 $50.77 $64.35
34 $39.04 $53.31 $67.57
35 $40.98 $55.97 $70.95
36 $43.03 $58.77 $74.50
37 $45.19 $61.70 $78.21
38 $47.45 $64.79 $82.12
39 $49.83 $104.65
40 $52.31 $109.86
41 $54.93 $178.21
30
GRADE MINIMUM CITY MARKET MAXIMUM
SEAX/HRLY $24,692 $79,510
10 $26,214 $34,234 $42,255
11 $27,474 $35,940 $44,407
12 $28,865 $38,049 $47,232
13 $30,322 $39,646 $48,971
14 $31,822 $41,472 $51,123
15 $33,408 $43,885 $54,362
16 $35,060 $46,450 $57,840
17 $36,843 $48,341 $59,839
18 $38,690 $51,373 $64,056
19 $40,603 $53,644 $66,686
20 $42,668 $55,938 $69,207
21 $43,037 $58,698 $74,359
22 $45,233 $61,687 $78,141
23 $47,493 $64,795 $82,097
24 $49,862 $68,001 $86,140
25 $52,340 $71,381 $90,422
26 $54,970 $74,967 $94,965
27 $57,687 $78,739 $99,790
28 $60,557 $82,716 $104,876
29 $63,621 $86,857 $110,093
30 $66,795 $91,204 $115,614
31 $70,142 $95,780 $121,417
32 $73,642 $100,540 $127,438
33 $77,337 $105,593 $133,850
34 $81,206 $110,875 $140,545
35 $85,249 $116,407 $147,566
36 $89,509 $122,232 $154,956
37 $93,986 $128,329 $162,672
38 $98,703 $134,752 $170,801
39 $103,637 $217,664
40 $108,810 $228,511
41 $114,244 $370,686
31
APPENDIX B – APPOINTED EMPLOYEES BY DEPARTMENT
Effective June
26, 2022
911 BUREAU Job Title Grade
911 DISPATCH DIRECTOR 041X
911 COMMUNICATIONS DEPUTY DIRECTOR 032X
EXECUTIVE ASSISTANT 026X
AIRPORT
EXECUTIVE DIRECTOR OF AIRPORTS 041X
CHIEF OPERATING OFFICER, AIRPORT 040X
DIRECTOR AIRPORT ENGINEERING 039X
DIRECTOR AIRPORT MAINTENANCE 039X
DIRECTOR FINANCE/ACCOUNTING AIRPORT 039X
DIRECTOR OF AIRPORT ADMINISTRATION/COMMERCIAL SERVICES 039X
DIRECTOR OF AIRPORT INFORMATION TECHNOLOGY 039X
DIRECTOR OF AIRPORT PLANNING & CAPITAL PROJECTS 039X
DIRECTOR OF OPERATIONS - AIRPORT 039X
DIRECTOR OF OPERATIONAL READINESS & TRANSITION 039X
DIRECTOR COMMUNICATIONS & MARKETING 038X
EXECUTIVE ASSISTANT 026X
CITY ATTORNEY
CITY ATTORNEY 041X
DEPUTY CITY ATTORNEY 040X
CITY RECORDER 034X
CITY COUNCIL
COUNCIL MEMBER-ELECT N/A*
EXECUTIVE DIRECTOR CITY COUNCIL OFFICE 041X
COUNCIL LEGAL DIRECTOR 039X
DEPUTY DIRECTOR - CITY COUNCIL 039X
ASSOCIATE DEPUTY DIRECTOR COUNCIL 037X
LEGISLATIVE & POLICY MANAGER 037X
SENIOR ADVISOR CITY COUNCIL 037X
SENIOR PUBLIC POLICY ANALYST 033X
COMMUNICATIONS DIRECTOR CITY COUNCIL 031X
PUBLIC ENGAGEMENT & COMMUNICATIONS SPECIALIST III 031X
COMMUNITY FACILITATOR 031X
OPERATIONS MANAGER & MENTOR – CITY COUNCIL 031X
PUBLIC POLICY ANALYST 031X
POLICY ANALYST/PUBLIC ENGAGEMENT 028X
PUBLIC ENGAGEMENT & COMMUNICATIONS SPECIALIST II 028X
CONSTITUENT LIAISON/POLICY ANALYST 027X
CONSTITUENT LIAISON 026X
PUBLIC ENGAGEMENT & COMMUNICATIONS SPECIALIST I 026X
ASSISTANT TO THE COUNCIL EXECUTIVE DIRECTOR 025X
COUNCIL ADMINISTRATIVE ASSISTANT/AGENDA 024X
COUNCIL ADMINISTRATIVE ASSISTANT 021X
32
COMMUNITY & NEIGHBORHOODS
DIRECTOR OF COMMUNITY & NEIGHBORHOODS 041X
DEPUTY DIRECTOR - COMMUNITY & NEIGHBORHOODS 037X
DEPUTY DIRECTOR - COMMUNITY SERVICES 037X
DIRECTOR OF TRANSPORTATION (ENGINEER) 037X
PLANNING DIRECTOR 037X
BUILDING OFFICIAL 035X
DIRECTOR OF HOUSING & NEIGHBORHOOD DEVELOPMENT 035X
DIRECTOR OF TRANSPORTATION (PLANNER) 035X
YOUTH & FAMILY DIVISION DIRECTOR 035X
EXECUTIVE ASSISTANT 026X
ECONOMIC DEVELOPMENT
DIRECTOR OF ECONOMIC DEVELOPMENT 041X
DEPUTY DIRECTOR ECONOMIC DEVELOPMENT 037X
ARTS DIVISION DIRECTOR 032X
BUSINESS DEVELOPMENT DIVISION DIRECTOR 032X
FINANCE
CHIEF FINANCIAL OFFICER 041X
CITY TREASURER 039X
DEPUTY CHIEF FINANCIAL OFFICER 039X
CHIEF PROCUREMENT OFFICER 036X
FIRE
FIRE CHIEF 041X
DEPUTY FIRE CHIEF 037X
ASSISTANT FIRE CHIEF 035X
EXECUTIVE ASSISTANT 026X
HUMAN RESOURCES
CHIEF HUMAN RESOURCES OFFICER 041X
DEPUTY CHIEF HUMAN RESOURCES OFFICER 037X
CIVILIAN REVIEW BOARD INVESTIGATOR 035X
TRANSITION CHIEF OF STAFF 041X*
TRANSITION COMMUNICATIONS DIRECTOR 039X*
TRANSITION EXECUTIVE ASSISTANT 024X*
INFORMATION MGT SERVICES
CHIEF INFORMATION OFFICER 041X
CHIEF INNOVATIONS OFFICER 039X
DEPUTY CHIEF INFORMATION OFFICER 039X
JUSTICE COURTS
JUSTICE COURT JUDGE 037X
CITY COURTS ADMINISTRATOR 036X
33
MAYOR
CHIEF OF STAFF 041X
CHIEF ADMINISTRATIVE OFFICER 041X
COMMUNICATIONS DIRECTOR 039X
DEPUTY CHIEF ADMINISTRATIVE OFFICER 039X
DEPUTY CHIEF OF STAFF 039X
SENIOR ADVISOR 039X
COMMUNICATIONS DEPUTY DIRECTOR 030X
POLICY ADVISOR 029X
REP COMMISSION POLICY ADVISOR 029X
COMMUNITY LIAISON 026X
EXECUTIVE ASSISTANT 026X
OFFICE MANAGER - MAYOR'S OFFICE 024X
COMMUNITY OUTREACH - EQUITY & SPECIAL PROJECTS
COORDINATOR 024X
COMMUNICATION AND CONTENT MANAGER - MAYOR'S OFFICE 021X
ADMINISTRATIVE ASSISTANT 019X
CONSUMER PROTECTION ANALYST 016X
POLICE
CHIEF OF POLICE 041X
ASSISTANT CHIEF OF POLICE 039X
DEPUTY CHIEF POLICE 037X
ADMINISTRATIVE DIRECTOR - COMMUNICATIONS 037X
ADMINISTRATIVE DIRECTOR - INTERNAL AFFAIRS 037X
EXECUTIVE ASSISTANT 026X
PUBLIC LANDS
PUBLIC LANDS DIRECTOR 041X
DEPUTY DIRECTOR, PUBLIC LANDS 037X
GOLF DIVISION DIRECTOR 035X
PARKS DIVISION DIRECTOR 035X
PUBLIC SERVICES
DIRECTOR OF PUBLIC SERVICES 041X
CITY ENGINEER 039X
DEPUTY DIRECTOR OF OPERATIONS 038X
FACILITIES DIVISION DIRECTOR 035X
FLEET DIVISION DIRECTOR 035X
STREETS DIVISION DIRECTOR 035X
COMPLIANCE DIVISION DIRECTOR 035X
EXECUTIVE ASSISTANT 026X
PUBLIC UTILITIES
DIRECTOR OF PUBLIC UTILITIES 041X
DEPUTY DIRECTOR OF PUBLIC UTILITIES 039X
FINANCE ADMINISTRATOR PUBLIC UTILITIES 039X
CHIEF ENGINEER - PUBLIC UTILITIES 037X
WATER QUALITY & TREATMENT ADMINSTRATOR 037X
EXECUTIVE ASSISTANT 026X
REDEVELOPMENT AGENCY
DIRECTOR, REDEVELOPMENT AGENCY 041X
DEPUTY DIRECTOR, REDEVELOPMENT AGENCY 037X
34
SUSTAINABILITY
SUSTAINABILITY DIRECTOR 041X
SUSTAINABILITY DEPUTY DIRECTOR 037X
WASTE & RECYCLING DIVISION DIRECTOR 035X
Except for a change in job title or reassignment to a lower pay level, no appointed position on this pay
plan may be added, removed or modified without approval of the City Council.
* Compensation for transitional positions, including city council member -elect, is set as provided under Chapter 2.03.030 of the
Salt Lake City Code. Benefits for transitional employees are equivalent to those provided to full-time employees. Except for
leave time, benefits for city council members-elect are also equivalent to those provided to full-time employees.
35
APPENDIX C – ELECTED OFFICIALS SALARY SCHEDULE
Annual Salaries
Effective June 26, 2022
Mayor $160,064
Council Members $40,016
Except for leave time, benefits for the mayor and city council members are equivalent to those provided to
full-time employees.
36
APPENDIX D- UTAH STATE RETIREMENT CONTRIBUTIONS FY 2021-2022
Tier 1 Defined Benefit
System
System Employee
Contribution Employer Contribution Total
Public Employees Contributory System 6.0% 13.96% 19.96%
Public Employees Noncontributory System 0 17.97% 17.97%
Public Safety Noncontributory System 0 46.71% 46.71%
Firefighters Retirement System 0 22.95% 22.95%
Tier 1 Post
Retired
System
Post Retired Employment
After 6/30/10 – NO 401(k)
Amortization of UAAL*
Post Retired Employment Before
7/1/2010
Optional 401(k)
Public Employees Noncontributory System
6.61%
11.86%
Public Safety Noncontributory System 24.20% 22.51%
Firefighters Retirement System 0% n/a
Tier 2 Defined Benefit Hybrid System
Employee
Contribution
Employer
Contribution
401(k) Total
Public Employees Noncontributory System 0% 16.01% 0.18% 16.19%
Public Safety Noncontributory System
(for entry and two year pay steps only) 2.59% (city paid) 38.28% 6.00% 46.87%
Public Safety Noncontributory System
(for pay steps year four or more) 2.59% (city paid) 38.28% 0% 40.87%
Firefighters Retirement System 2.59% (city paid) 14.08% 0% 16.67%
Tier 2 Defined Contribution
Only
Employee
Contribution
Employer
Contribution
401(k) Total
Public Employees Noncontributory System 0% 6.19% 10.00% 16.19%
Public Safety Noncontributory System
(for entry and two year pay steps only)
0% 24.28% 22.27% 46.55%
Public Safety Noncontributory System
(for pay steps year four or more)
0% 24.28% 16.27% 40.55%
Firefighters Retirement System 0% 0.08% 16.27% 16.35%
37
Executive Non-
Legislative
Position Employer Contribution
Public Employees Noncontributory System
Department Heads, Mayor,
Mayor’s Chief of Staff, Chief
Administrative Officer, Up to Two
Additional Senior Executives in the
Mayor’s Office, Executive Director
for City Council
Normal contribution into Utah Retirement
System (URS)with 3% into 401(k)
– OR –
If Tier 1 and exempt from system or Tier II and
exempt from vesting, 401k contribution equal to
the applicable URS system contribution plus 3%
Public Safety Noncontributory System Department Head Same as above
Firefighters Retirement System Department Head Same as above
Council Members Elected with prior service in the Utah Retirement System
(Tier 1 Defined
Benefit)
System Employee
Contribution Employer Contribution Total
Public Employees Noncontributory System 0 17.97% 17.97%
If exempt… 0 10% base salary to 401(k) 10%
Council Members Elected After July 1, 2011 with no prior service in the Utah Retirement
System (may exempt from vesting)
Tier 2 Defined Contribution
Only
Employer 401K Total
6.19% 10% 16.19%
Tier 2 Defined Benefit Hybrid
System
Employer 401K Total
16.01% 0.18% 16.19%
ANNUAL COMPENSATION PLAN
for Non-Represented
Employees
i
FY 2022 2023 COMPENSATION PLAN FOR SALT LAKE CITY CORPORATION
Table of Contents
EFFECTIVE DATE ....................................................................................................................................... 1
EMPLOYEES COVERED BY THIS PLAN ................................................................................................ 1
AUTHORITY OF THE MAYOR ................................................................................................................. 1
APPROPRIATION OF FUNDS .................................................................................................................... 1
MODIFICATION, SUSPENSION, OR REVOCATION OF PROVISIONS ........................................... 1
SECTION I: DEFINITIONS ......................................................................................................................... 2
SUBSECTION I - DEFINITION OF TERMS ............................................................................................. 2
SECTION II: EMPLOYEE WAGES, SALARIES & BENEFITS ............................................................ 2
SUBSECTION I - COMPENSATION PROGRAM & SALARY SCHEDULES ....................................... 2
A. Determination ................................................................................................................................... 2
B. Salary Schedules ............................................................................................................................... 3
C. Other Compensation ......................................................................................................................... 3
SUBSECTION II - EMPLOYEE COMPENSATION FOR FISCAL YEAR 2023 ..................................... 3
SUBSECTION III - EMPLOYEE INSURANCE ........................................................................................ 4
SUBSECTION IV - WORKERS’ COMPENSATION ................................................................................ 4
SUBSECTION V - SOCIAL SECURITY EXCEPTION FOR POLICE & FIRE ....................................... 4
SUBSECTION VI - RETIREMENT ............................................................................................................ 4
SECTION III: WORK HOURS, OVERTIME & OTHER PAY ALLOWANCES ................................. 5
SUBSECTION I – WORK HOURS ............................................................................................................. 5
SUBSECTION II- OVERTIME COMPENSATION ................................................................................... 5
SUBSECTION III - LONGEVITY PAY ..................................................................................................... 6
SUBSECTION IV - WAGE DIFFERENTIALS & ADDITIONAL PAY ................................................... 6
SUBSECTION V - EDUCATION AND TRAINING PAY ........................................................................ 9
SUBSECTION VI – OTHER PAY ALLOWANCES .................................................................................. 9
SUBSECTION VII - SEVERANCE BENEFIT ......................................................................................... 11
SECTION IV: HOLIDAY, VACATION & LEAVE ACCRUAL ............................................................ 13
SUBSECTION I – HOLIDAYS ................................................................................................................. 13
SUBSECTION II - VACATION LEAVE .................................................................................................. 15
SUBSECTION III - SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE ....................... 17
A. Plan “A ” ............................................................................................................................................ 17
1. Sick Leave ............................................................................................................................................... 17
ii
2. Hospitalization Leave ............................................................................................................................. 19
3. Dependent Leave .................................................................................................................................... 20
4. Career Incentive Leave, Plan “A” ........................................................................................................... 21
5. Retirement Benefit, Plan “A” ................................................................................................................. 21
B. Plan “B” .................................................................................................................................................. 21
SUBSECTION IV - PARENTAL LEAVE ................................................................................................ 24
SUBSECTION V - BEREAVEMENT LEAVE ......................................................................................... 25
SUBSECTION VI - MILITARY LEAVE .................................................................................................. 25
SUBSECTION VII - JURY LEAVE & COURT APPEARANCES .......................................................... 26
SUBSECTION VIII - INJURY LEAVE (SWORN POLICE AND FIRE EMPLOYEES ONLY)............ 27
SUBSECTION IX - ADDITIONAL LEAVES OF ABSENCE ................................................................. 28
SUBSECTION X - EMERGENCY LEAVE .............................................................................................. 28
APPENDIX A - SALT LAKE CITY CORPORATION ............................................................................ 29
APPENDIX B – APPOINTED EMPLOYEES BY DEPARTMENT ....................................................... 30
APPENDIX C – ELECTED OFFICIALS SALARY SCHEDULE .......................................................... 35
APPENDIX D- UTAH STATE RETIREMENT CONTRIBUTIONS FY 2021-2022 ............................. 36
DISCLAIMER
City employment is subject to City ordinances, policies, practices and
procedures as well as state law, federal law, and constitutional limitations on
the City as a governmental entity. The policies, procedures, and practices of
the City and its departments and workgroups do not limit, affect, or alter any
legal or constitutional rights the City or its employees may have.
The City’s policies, procedures, and practices do not create any contractual
rights, either express or implied, or any other obligation or liability on the
City. The City also expressly reserves the right to amend or change its
policies, procedures, and practices at any time, with or without notice, and to
amend or change its ordinances, with the notice required by law.
1
FY 2022 2023 COMPENSATION PLAN FOR NON-REPRESENTED
EMPLOYEES
of SALT LAKE CITY CORPORATION
EFFECTIVE DATE
The provisions of this plan shall be effective commencing June 2726, 20212022, unless otherwise
noted.
EMPLOYEES COVERED BY THIS PLAN
This plan applies to all full -time city employees. This plan does not apply to employees classified
as: seasonal, hourly, temporary, part-time or those covered by a memorandum of understanding.
AUTHORITY OF THE MAYOR
Employees covered by this compensation plan may be appointed, classified, and advanced under
rules and regulations promulgated by the mayor within budget limitations established by the city
council.
Furthermore, the mayor may authorize leave not specified in this compensation plan to provide
for operational flexibility, so long as the additional leave does not exceed the equivalent of eight
hours of leave per employee, per year. However, with the exception of a benefit created or
expanded pursuant to Section IV, Subsection X (“Emergency Leave”), the mayor may not
otherwise create a new benefit or expand an existing benefit for employees covered by this
compensation plan if doing so will result in a direct, measurable cost. A direct, measurable cost
includes a circumstance where the total cost of the new benefit or expansion of an existing benefit
exceeds appropriated funds. Further, city council input and approval is required if the creation of
a new benefit has policy implications or is already addressed in this compensation plan.
APPROPRIATION OF FUNDS
All provisions in this compensation plan are subject to the appropriation of funds by the city
council.
MODIFICATION, SUSPENSION, OR REVOCATION OF PROVISIONS
If a local emergency is declared, any provision in this compensation plan may be temporarily
modified, suspended, or revoked for the duration (or any portion thereof) of the period of local
emergency, if so authorized by the mayor and/or city council .
2
SECTION I: DEFINITIONS
SUBSECTION I - DEFINITION OF TERMS
As used in this compensation plan:
1. “Appointed employees,” with the exception of justice court judges who are
covered under this plan, means employees who are "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).
2. “Adult Designee” means any individual with whom an employee has a long -
term, committed relationship of mutual caring and support. The adult designee
must have resided in the same household with the eligible employee for at least the
past 12 consecutive months and must have common financial obligations with the
employee. The adult designee and the employee must be jointly responsible for
each other’s welfare.
3. "Exempt” refers to any employee who is not eligible to receive
compensation for overtime pursuant to the Fair Labor Standards Act of 1938.
4. “FLSA” means the Fair Labor Standards Act of 1938.
5. “Full-time employee” means employees whose positions regularly require more
than 30 hours per week on a full-time schedule.
6. "Non-Exempt” refers to an employee who is entitled to receive overtime
compensation pursuant to the FLSA.
SECTION II: EMPLOYEE WAGES, SALARIES & BENEFITS
SUBSECTION I - COMPENSATION PROGRAM & SALARY SCHEDULES
The city’s compensation system and program, in conjunction with this plan, is intended to
attract, motivate and retain qualified personnel necessary to effectively meet public service
demands.
A. Determination
1. The mayor shall develop policies and guidelines for the administration of the
pay plans.
2. To the degree that funds permit, employees shall be paid compensation that:
a. Is commensurate with the skills and abilities required of the position;
b. Achieves equal pay for equal work;
3
c. Attains comparability and is competitive with the compensation paid
by other public and/or private employers with whom the city compares
and/or competes for personnel recruitment and retention. The city shall
consider itself competitive when data indicates actual median employee pay
rates plus the overall additional economic value of benefits equals at least
100% compared to market.
3. To the extent possible, market surveys shall be used to assess and evaluate the
city’s competitiveness with a cross section of organizations with whom the city
competes for personnel recruitment and retention. This may include one or more of
the following:
a. Compensation surveys, including actual pay and other cash
allowances paid to employees.
b. Benefits surveys, including paid leave, group insurance plans,
retirement, and other employer-provided and voluntary benefits.
c. Regular review of the city’s compensation plans and pay structures to
ensure salary ranges and regular pay practices provide for job growth and
encourage employee productivity.
B. Salary Schedules
1. All Employees covered under this plan (except for those designated as
“Elected Officials”) shall be paid base wages or salaries according to the General
Employee Pay Plan attached as Appendix “A.” Wages and salaries shall not be less
than the established range minimum or higher than the range maximum, unless
otherwise approved by the mayor or mayor’s designee.
2. Appointed Employees: The specific pay level assignments for Appointed
Employees are shown in Appendix “B.”
3. Elected Officials: Elected officials shall be paid annual compensation according
to schedule attached as Appendix "C."
C. Other Compensation
The mayor or the city council may distribute appropriated monies to city employees as
discretionary retention incentives or retirement contributions; or special lump sum
supplemental payments. Retention incentives or special lump sum payments are subject
to the mayor’s or city council’s approval.
SUBSECTION II - EMPLOYEE COMPENSATION FOR FISCAL YEAR 20222023
For employees covered under this plan, the city will increase each employee’s base pay by four
and one-half percent. Salaries for elected officials will, also, be increased by four and one-half
percent.
4
The city’s living wage for regular, full-time employees is set and shall be no less than $15.11 per
hour.
SUBSECTION III - EMPLOYEE INSURANCE
The city will make available group medical, health and flex savings plans, dental, life, accidental
death & dismemberment, long-term disability insurance, voluntary benefits and an employee
assistance program (EAP) to all eligible employees and their eligible spouse, adult designee,
dependents and dependents of adult designee pursuant to city policy.
A. Employer-Paid Contributions. Effective July 1, 20212022, the city’s contribution
toward the total premium for group medical will be 95% for the high-deductible
Summit Star Plan. For employees enrolled in the high-deductible Summit Star Plan, the
city will also contribute a one-time total of $750 into a qualified health savings account
(HSA) or a Medical FlexHealth Reimbursement Account (HRA) for those enrolled for
single coverage and $1,500 for those enrolled for double or family coverage per plan
year. Health savings account or Medical Flex Health Reimbursement account Account
(HRA) contributions will be pro -rated for any employee hired after July 1, 20212022.
B. 501(c) (9) Post Employment Health Reimbursement Account. The city will
contribute $24.30 per bi-weekly pay period into each employee’s Post Employment
Health Reimbursement Account. For any year in which there are 27 pay periods, no
such contribution will be made in the 27th pay period.
SUBSECTION IV - WORKERS’ COMPENSATION
The city will provide workers’ compensation coverage to employees as required by applicable
law.
SUBSECTION V - SOCIAL SECURITY EXCEPTION FOR POLICE & FIRE
All sworn employees in the Police and Fire departments covered under this plan are exempt from the
provisions of the federal Social Security System unless determined otherwise by the city or
required by applicable law.
SUBSECTION VI - RETIREMENT
A. Retirement Programs. The city hereby adopts the Utah State Retirement System for
providing retirement benefits 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 and consistent with applicable law. Such programs
may include:
1. The Utah State Public Employees (Contributory and Non-Contributory);
Public Safety Retirement Systems; or, the Utah Firefighters Retirement System; or,
2. Deferred compensation programs.
5
B. The 2021-20222022-2023 fiscal year retirement contribution rates for employees,
including elected officials, are shown in Appendix “D.”
SECTION III: WORK HOURS, OVERTIME & OTHER PAY ALLOWANCES
SUBSECTION I – WORK HOURS
A. The city’s standard work week begins Sunday at 12:00am and ends the following
Saturday at 11:59pm. Alternatives to the standard work week may be authorized and
adopted for specific work groups, such as:
1. The standard work schedule for combat Fire Battalion Chiefs, which
includes two consecutive 24-hour shifts immediately followed by 96 hours off.
SUBSECTION II- OVERTIME COMPENSATION
A. Overtime Compensation. The city will pay non-exempt employees overtime
compensation as required by the FLSA. The city will pay overtime hours at 1 ½ times
the employee’s regular hourly rate or, at the employee’s request and with their
department director’s approval, provide compensatory time off at a rate of 1½ hours for
each overtime hour in lieu of overtime compensation.
1. Employees may accrue compensatory time up to a maximum amount as
determined by their department director.
2. The city may elect at any time to pay an employee for any or all accrued
compensatory hours.
3. The city will includ e only actual hours worked and holiday leave hours when
calculating overtime.
4. When used, personal leave and compensatory time will not be included in
the calculation of overtime.
5. The city will pay out all accrued compensatory hours whenever an
employee’s status or position changes from FLSA non-exempt to exempt.
B. Labor Costs— Declared Emergency— Overtime Compensation for FLSA Exempt
Employees. The city may pay exempt employees overtime pay for any hours worked
over forty (40) hours in a workweek at a rate equivalent to their regular base hourly rate
of pay during periods of emergency. The city shall only make such payment when all of
the following conditions occur:
1. The mayor or the city council has issued a “Proclamation of Local Emergency”
or the city responds to an extraordinary emergency; and,
2. Exempt employees are required to work over forty (40) hours for one or more
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workweek(s) during the emergency period: and,
3. The mayor and/or the city council approve the use of available funds to cover
the overtime payments.
The city shall distribute any overtime payments consistently with a pre-defined standard
that treats all exempt employees equitably. Hours worked under a declared or
extraordinary emergency must be paid hours and cannot be accrued as compensatory
time.
SUBSECTION III - LONGEVITY PAY
A. Eligibility. With the exception of elected officials, the city will pay a monthly
longevity benefit to full-time employees based on the most recent date an employee
began full -time employment as follows:
1. Employees who have completed six (6) consecutive years of employment with
the city will receive $50;
2. Employees who have completed ten (10) consecutive years of employment with
the city will receive $75;
3. Employees who have completed sixteen (16) full years of employment wit h the
city will receive $100; and,
4. Employees who have completed twenty (20) full years of employment with the
city will receive $125.
B. Pension Base Pay. Longevity pay will be included in base pay for purposes of
pension contributions.
C. Longevity While on an Unpaid Leave of Absence. Employees do not earn or receive
longevity payments while on an unpaid leave of absence. When an employee returns
from an approved unpaid leave of absence, longevity payments will resume.
SUBSECTION IV - WAGE DIFFERENTIALS & ADDITIONAL PAY
Eligible employees receive certain wage differentials as follows:
A. Call Back and Call Out Pay. Non-exempt employees will be paid Call Back or Call
Out pay based upon department director approval and the following guidelines:
1. Call Back Pay: Non-sworn, non-exempt employees who have been released
from normally scheduled work and standby periods, and who are directed by an
appropriate department head or designated representative to return to work prior to
their next scheduled normal duty shift, will be paid for a minimum of three (3)
hours straight-time pay and, in addition, will be guaranteed a minimum four (4)
hours work at straight-time pay.
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2. Call Out Pay for Police Sergeants. Sergeants who have been released from their
scheduled work shifts and have been directed by an appropriate division head or
designated representative to perform work without at least 24 hours advance notice
or scheduling, shall be compensated as follows:
a. Sergeants who are directed to report to work shall receive a minimum of
four (4) hours compensation at one and one -half times their hourly wage
rate, or one and one-half times their hourly wage rate for actual hours
worked, whichever is greater.
b. Sergeants who are assigned to day shift, and who are directed to perform
work within eight (8) hours prior to the beginning of their regularly
scheduled shift shall receive a minimum of four (4) hours compensation at
one and one-half times their hourly wage rate, or one and one-half times
their hourly wage rate for actual hours worked, whichever is greater.
c. Sergeants who are assigned to afternoon or graveyard shifts, and who are
directed to perform work within eight (8) hours following the end of their
regularly scheduled shift shall receive a minimum of four (4) hours
compensation at one and one-half times their hourly wage rate, or one and
one-half times their hourly wage rate for actual
hours worked, whichever is greater.
B. Standby Pay : Non-exempt employees are eligible to receive Standby pay based
upon the following guidelines.
1. Standby for Non-Sworn Employees: Non-exempt, non-sworn employees
who have been released from normally scheduled work but have not been released
from standby status will be paid either two (2) hours of straight time pay for each 24
hour period of limited standby status; or two (2) hours straight time pay for each 12-
hour period of standby status if they are Department of Airports or Public Utilities
Department employees.
a. First Call to Work. An eligible employee who is directed to return to his
or her normal work site during an assigned Standby period by a department
head or designated representative without advanced notice or scheduling will
be paid a guaranteed minimum of four (4) hours, which may include any
combination of hours worked and/or non-worked straight-time pay.
b. Additional Calls to Work. An eligible employee will be paid an
additional guaranteed minimum of two (2) hours, which may include any
combination of hours worked and/or non-worked straight-time pay, for each
additional occasion he or she is called to work during the same twenty-four
(24) or twelve (12) hour standby period.
c. Exclusion for Snow Fighters. Any employee on standby as a member of
the Snow Fighter Corps shall not receive standby/on-call pay or shift
differential when on standby or called back to fight snow.
2. Standby for Police Sergeants: Police Sergeants directed by their division
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commander or designee to keep themselves available for city service during
otherwise off-duty hours shall be compensated two (2) hours of straight time for
each 12-hour period of standby status. This compensation shall be in addition to any
callout pay or pay for time worked the employee may receive during the standby
period.
C. Extra-Duty Shifts for Police Sergeants. "Extra-duty shifts" are defined as scheduled
or unscheduled hours worked other than the sergeant's normally scheduled work shifts.
"Extra-duty shifts" do not include extension or carry over of the sergeant's normally
scheduled work shift.
1. Any sergeant required by the city to work extra-duty shifts shall receive a
minimum of three (3) hours compensation at one and one -half times their regular
base hourly rate, or time worked paid at one and one-half times their regular hourly
base wage rate, whichever is greater.
D. Shift Allowance, not including Police Sergeants & Lieutenants. Only non- exempt
employees who perform afternoon/ swing or evening shift work are eligible to receive a
shift allowance.
1. The city will include all shift allowance when computing overtime. An
employee who receives Snow Fighter Corps differential pay is not eligible to also
receive shift allowance.
2. Day Shift: No allowance will be paid for work hours which are part of a regular
day shift.
3. Eligible Hours: For each non-day shift hour worked between the hours of 6:00
p.m. and 6:00 a.m., the city will pay an eligible non-exempt employee a differential
of $1.00 per hour.
E. Shift Differential for Police Sergeants & Lieutenants: The city will pay Police
sergeants & lieutenants shift differentials according to the shift actually worked. Actual
shift differential rates are determined as follows:
1. Day Shift: No differential pay for hours worked during day shift, which begins
at 0500 hours until 1159 hours.
2. Swing Shift: A differential of 2.5% in addition to the regular day rate shall be
paid for swing shift, which begins at 1200 hours until 1859 1759 hours.
3. Graveyard Shift: A differential of 5.0% in addition to the regular day rate shall
be paid for graveyard shift, which begins at 1900 1800 hours until 0459 hours.
F. K-9 Squad Allowance: Police sergeants assigned to the K-9 squad will be
compensated as follows:
1. Police sergeants shall be allowed ten (10) hours per month to care for the
police service dog. Such hours shall be counted as part of the Police sergeant's
regular work shift(s).
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1.2. Police sergeants shall be provided ten (10) hours per month while off duty,
at the rate of one-and-one-half (1 ½) times their wage rate, to care for the police
service dog. No more than ten (10) hours per month shall be spent off duty to
care for the police service dog unless authorized by the Police Chief or designee.
FG. Acting/Working out of Classification. A department head may elect to grant
additional compensation to an employee for work performed on a temporary basis,
whether in an acting capacity or otherwise, beyond the employee’s regular job
classification for any period lasting 20 or more working days. Unless approved by the
mayor or mayor’s designee, acting pay shall be limited to no more than 90 calendar days
from the start date and paid separately from regular earnings on each employee’s wage
statement. Compensation adjustments may be retroactive to the start date of the
temporary job assignmen t. Exceptions may be approved by the mayor or mayor’s
designee.
1. Acting pay shall be excluded when calculating any leave payouts, including
vacation, holiday, and personal leave.
GH. Snowfighter Pay. The city will pay employees designated by the department
head, or designee, as members of the Snow Fighter Corps a pay differential equal to
$200 per pay period for the snowfighter season not to exceed $2,000 during each fiscal
year for work related to snow removal. This pay shall be separate from regular earnings
on each employee’s wage statement.
SUBSECTION V - EDUCATION AND TRAINING PAY
A. Education Incentives. The mayor may adopt programs to promote employee
education and training, provided that all compensation incentives are authorized within
appropriate budget limitations established by the city council.
1. Police Sergeants, Lieutenants, and Captains are eligible for a $500 per year job-
related training allowance.
2. Fire Battalion/Division Chiefs are eligible for incentive pay following
completion of degree requirements at a fully accredited college or university and
submission of evidence of a diploma to Human Resources. The city will pay
monthly allowances according to the educational degree held, as follows:
Doctorate………….. $100.00
Masters………..…... $75.00
SUBSECTION VI – OTHER PAY ALLOWANCES
A. Meal Allowance. When approved by management, employees may receive meal
allowances in the amount of $10.00 when an employee works two or more hours
consecutive to their normally scheduled shift. Employees may also be eligible to
receive $10.00 for each additional four-hour consecutive period of work which is in
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addition to the normally scheduled work shift.
1. Fire and police department employees shall be provided with adequate food
and drink to maintain safety and performance during emergencies or extraordinary
circumstances.
B. Business Expenses. City policy shall govern the authorization of employee
advancement or reimbursement for actual expenses reasonably incurred while
performing city business. Advance payment or reimbursement for expenses shall be
approved only when the amounts are documen ted and within the 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 may require an
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 privately-owned automobiles for
official city business will be reimbursed for the operation expenses at the rate
specif ied in city policy.
3. The city will provide a car allowance to department directors, the mayor’s
chief of staff, the mayor’s chief administrative officer, up to three additional employees
in the mayor’s office, and the city council Executive Director at a rate not to exceed
$400 per month. A car allowance may be paid to specific appointed employees at a
rate not to exceed $400 per month as recommended by the mayor and approved by
the city council.
D. Uniform Allowance. The city will provide employees who are required to wear
uniforms in the performance of their duties a monthly uniform allowance as follows:
1. Parking Enforcement Field Supervisor—$65.00
21. Non-sworn Police and Fire Department employees—$65.00
32. Watershed Management Division employees—$65.00
43. Fire: Battalion Chiefs will be provided uniforms and other job-related safety
equipment, as needed. Employees may select uniforms and related equipment from
an approved list. The total allowance provided shall be $600 per year, or the amount
received by firefighter employees, whichever is greater. Appointed employees shall
be provided uniforms or uniform allowances to the extent stated in Fire department
policy.
a. Dangerous or contaminated safety equipment shall be cleaned,
repaired, or replaced by the Fire department.
54. Police: Police sergeants, lieutenants, and captains in uniform assignments,
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as determined by their bureau commander, will be enrolled in the department’s
quartermaster system.
a. The quartermaster system will operate as follows:
i. Necessary uniform and equipment items, including patrol uniforms,
detective uniforms, duty gear, footwear, cold- weather gear, headwear,
etc. will be provided to Police sergeants, lieutenants, and captains by the
department’s quartermaster pursuant to department policy.
ii. A full inventory of items that the quartermaster will provide to Police
sergeants, lieutenants and captains within the quartermaster system and
the manner in which they will be distributed will be stated in department
policy.
iii. Police sergeants, lieutenants and captains in the quartermaster system
will be paid the sum of One Hundred Dollars ($100) each fiscal year for
the purpose of independently purchasing any incidental uniform item or
equipment not provided by the quartermaster system. Payment will be
made each year on the first day of the pay-period that includes August
15.
b. The city will provide for the cleaning of uniforms as described in Police
department policy.
c. Police sergeants, lieutenants, and captains in plainclothes assignments,
as determined by their bureau commander, are provided a clothing and
cleaning allowance totaling $39.00 per pay period. Sergeants, lieutenants,
and captains who are transferred back to a uniform assignment will return to
the quartermaster system upon transfer.
d. Uniforms or uniform allowances for appointed Police employees will be
provided to the extent stated in Police department policy.
E. Allowances for Certified Golf Teaching Professionals. The mayor may, within
budgeted appropriations and as business needs indicate, authorize golf lesson revenue
sharing between the city and employees recognized as Certified Golf Teaching
Professionals as defined in the Golf Division’s Golf Lesson Revenue Policy. Payment
to an employee for lesson revenue generated shall be reduced by: 1) a ten (10%) percent
administrative fee to be retained by the Golf division, and 2) the employee’s payroll tax
withholding requirements in accordance with applicable law.
F. Other Allowances. The mayor or the city council may, within budgeted
appropriations, authorize the payment of other allowances in extraordinary
circumstances (as determined by the mayor or the city council).
SUBSECTION VII - SEVERANCE BENEFIT
Subject to availability of funds, any current appointed employee who is not retained, not
terminated for cause and who is separated from city employment involuntarily shall receive
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severance benefits based upon their respective appointment date.
A. Severance benefits shall be calculated using the employee’s salary rate in effect on
the employee’s date of termination. Receipt of severance benefits is contingent upon
execution of a release of all claims approved by the city attorney’s office.
1. Employees appointed on or after January 1, 1989 and before January 1, 2000
shall receive a severance benefit equal to one months’ base salary for each
continuous year of city employment in an appointed status before January 1, 2000.
Severance shall be calculat ed on a pro-rata basis for a total benefit of up to a
maximum of six m onths.
2. Current department heads, along with the mayor’s chief of staff and the
executive director of the city council office, appointed on or after January 1, 2000
shall receive a severance benefit equal to two month’s base salary after one full year
of continuous city employment in an appointed status; four months’ base salary
after two full years of continuous city employment in an appointed status; or, six
months’ base salary after three full years or more of continuous city employment in
an appointed status.
3. Current appointed employees who are not department heads, and who were
appointed on or after January 1, 2000 shall receive a severance benefit equal to one
week’s base salary for each year of continuous city employment in an appointed
status, calculated on a pro-rata basis, for a total benefit of up to a maximum of six
weeks.
B. Leave Payout: Appointed employees with leave hour account balances under Plan A
or Plan B shall, in addition to the severance benefit provided, receive a severance
benefit equal to the “retirement benefit” value provided under the leave plan of which
they are a participant (either Plan A or Plan B), if separation is involuntary and not for
cause.
C. Not Eligible for Benefit. An appointed employee is ineligible to be paid severance
benefits under the following circumstances:
1. 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.
2. An employee who has been terminated or asked for a resignation by the
mayor or department director under bona fide charges of nonfeasance, misfeasance
or malfeasance in office.
3. An employee who fails to execute a Release of All Claims approved by the
city attorney’s office, where required as stipulated above.
4. An employee who is hired into another position in the city prior to their
separation date.
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In the event an employee is hired into another position in the city after their
separation date and prior to the expiration of the period of time for which the
severance benefit was provided, the employee is required to reimburse the City (on
a pro-rata basis) for that portion of the severance benefit covering the period of time
between the date of rehire and the expiration of the period of time for which the
severance benefit was provided.
SECTION IV: HOLIDAY, VACATION & LEAVE ACCRUAL
Benefits-eligible employees shall receive pay for holidays, vacation and other leave as provided in
this section. Employees do not earn or receive holiday and vacation benefits while on unpaid
leave of absence. However, employees on an unpaid military leave of absence may be entitled to
the restoration of such leave benefits, as r equired by applicable law.
SUBSECTION I – HOLIDAYS
A. The following days are recognized and observed as holidays for covered employees.
Eligible employees will receive pay for non-worked holidays equal to their regular rate
of pay times the total number of hours which make a regularly scheduled shift. Except
as otherwise noted in this subsection, an employee may not bank a worked holiday.
1. New Year's Day, the first day of January.
2. Martin Luther King, Jr. Day (Human Rights Day), the third Monday of
January.
3. President's Day, the third Monday in February.
4. Memorial Day, the last Monday of May.
5. Juneteenth National Freedom Day, June 19
a. If June 19 is on a Tuesday, Wednesday, Thursday, or Friday, the
holiday will be observed on the immediately preceding Monday. If June 19
is on a Saturday or Sunday, the holiday will be observed on the immediately
following Monday.
56. Independence Day, July 4.
67. Pioneer Day, July 24.
78. Labor Day, the first Monday in September.
89. Columbus DayIndigenous People’s Day, the second Monday of October
(only for eligible employees assigned to the Justice Court)
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910. Veteran's Day, November 11.
1011. Thanksgiving Day, the fourth Thursday in November.
112. The Friday after Thanksgiving Day (excluding employees assigned to the
Justice Court)
123. Christmas Day, December 25.
134. One personal holiday per calendar year, taken upon request of an employee
and as approved by a supervisor.
B. When any holiday listed above falls on a Sunday, the following business day is
considered a holiday. When any holiday listed above falls on a Saturday, the preceding
business day is considered a holiday. In addition to the above, any day may be
designated as a holiday by proclamation of the mayor or the city council.
C. All holiday hours, including personal holidays, must be used in no less than regular
full day or shift increments.
1. A Fire battalion/division chief may be allowed to use a holiday in less than a
full shift increment only when converting from a “support” to “operations” work
schedule results in the creation of a half-shift.
D. No employee will receive more than the equivalent of one workday or a regular
scheduled shift as holiday pay for a single holiday. Employees must either work or be in
an authorized paid leave status a working day before and a working day after the
holiday to qualify for holiday pay.
1. An employee who is off work and in a paid status covered by short-term
disability or parental leave receives regular pay as a benefit and, therefore, is not
entitled to bank a holiday while off work.
E. Holiday Exceptions: Except for employees assigned to the Justice Court, an eligible
employee may observe the Friday after Thanksgiving Day up to 50 days prior to the
actual holiday with prior management approv al. For Columbus Day, which is limited
only to employees assigned to the Justice Court, an employee may observe the holiday
up to 50 days following the actual holiday.
F. Police Sergeant, Lieutenant, & Captain Holiday Hours Worked: When a day
designated as a holiday falls on a scheduled work day, a Police sergeant, lieutenant, or
captain may elect to take the day off work, subject to the approval of their supervisor, or
receive their regular wages for such days worked and designate an alternate day off
work to celebrate the holiday. For a Police sergeant whose assignment requires staffing
on either the graveyard shift prior to, or the day and afternoon shift on Thanksgiving
Day or Christmas Day, all hours worked will be compensated at a rate of one-and-one-
half (1 ½) times the employee’s regular base wage rate.
G. Police Sergeant, Lieutenant, & Captain Accrued Holiday Leave Payout: Police
15
sergeants, lieutenants, and captains who retire or separate from city employment for any
reason shall be compensated for any holiday time accrued and unused during the
preceding 12 months. Employees will not be compensated for any unused holiday time
accrued before the 12 months preceding the employee’s retirement or separation.
1. Any Police sergeant, lieutenant, or captain who is transferred or promoted to
a higher level position within the department, including Deputy Chief, Assistant
Chief, or Police Chief, or to a position in another city department will be paid out at
their current base pay rate for any holiday time accrued and unused during the
preceding 12 months.
SUBSECTION II - VACATION LEAVE
The city will pay eligible employees their regular salaries during vacation periods earned and
taken in accordance with the following provisions. Except as provided for expressly in either city
policy or this plan, vacation leave hours are ineligible to be cashed out or used to exceed the total
number of hours for which an employee is regularly compensated during a work week or a pay
period.
Vacation hours may be used on the first day of the pay period following the period in which the
vacation hours are accrued.
A. Full-Time employees and appointed employees (except for those noted in
paragraphs B and C of this subsection) accrue vacation leave based upon years of city
service as follows:
Years of Hours of Vacation Accrued
City Service Per Bi-Weekly Pay Period
0 to end of year 3 3.73
4 to end of year 6 4.42
7 to end of year 9 4.81
10 to end of year 12 5.54
13 to end of year 15 6.15
16 to end of year 19 6.77
20 or more 7.69
B. Department directors, the mayor’s chief of staff, the mayor’s chief administrative
officer, up to two additional senior positions in the mayor’s office as specified by the
mayor, the executive director of the city council, and justice court judges will accrue
7.69 hours each bi-weekly pay period.
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C. Fire battalion chiefs in the Operations division of the Fire department will accrue
vacation leave according to the following schedule:
Years of Accrued Hours of Vacation
City Service Per Pay Period
0 to end of year 3 5.54
4 to end of year 6 6.46
7 to end of year 9 7.38
10 to end of year 12 8.31
13 to end of year 14 9.23
15 to end of year 19 10.15
20 or more 11.54
D. For any plan year in which there are 27 pay periods, no vacation leave hours will be
awarded in the 27th pay period.
E. Years of city service are based on the most recent date the person became a full-
time salaried employee.
F. Full-time employees re-hired by the city are eligible to receive prior service credit
for previous full-time city employment and time worked with other public jurisdictions
without a break in service. Prior service credit is applicable for vacation accrual, personal
leave accrual, short-term disability benefits, layoff, and awarding of employee service
awards and service certificates only. Prior service credit does not apply to longevity
pay.
G. Full-time and appointed employees (except those listed in Paragraph B of this
subsection) may accumulate vacations, according to the length of their full-time years
of city Service, up to the following maximum limits:
Up to and including 9 years Up to 30 days/ 15 shifts/ 240 hours
After 9 years Up to 35 days/ 17.5 shifts/ 280 hours
After 14 years Up to 40 days/ 20 shifts/ 320 hours
For purposes of this subsection, "days" means "8-hour" days and “shifts” means
“24-hour” combat shifts.
H. Department directors and those included in Paragraph B of this subsection may
accumulate up to 320 hours of vacation without regard to their years of employment
with the city.
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I. Any vacation accrued beyond the allowable maximums will be deemed forfeited
unless used before the end of the pay period in which an employee’s designated
longevity date occurs. calendar year in which the hours are accrued. However, in the
case of an employee’s return from an unpaid military leave of absence, leave hours may
be restored according to requirements under applicable law.
J. Vacation Payout at Termination: An employee separating from employment may not
exhaust more than 80 hours of any combination of accrued vacation, personal leave, or banked
(holiday or vacation) leave prior to their last day of employment. Employees shall be paid at
their base hourly rate for any unused accrued vacation leave time following termination
of employment, including retirement.
K. Vacation Allowance: As a recruiting incentive, the mayor or t he city council may
provide a one-time allowance of up to 120 hours of vacation leave.
SUBSECTION III - SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE
Benefits in this section are for the purpose of income replacement for employees during
absence from work due to illness, accident or personal reasons. Some of these absences
may qualify under the Family and Medical Leave Act of 1993 (FMLA). Although the city
requires use of accrued paid leave prior to taking unpaid FMLA leave, employees will be
allowed to reserve up to 80 hours of non-lapsing leave as a contingency for future use by
submitting a written request to Human Resources. Employees are not eligible to earn or
receive leave benefits while on an unpaid leave of absence.
However, employees on an unpaid military leave of absence may be entitled to the
restoration of such leave benefits, as provided by applicable law.
Employees hired on or after November 16, 1997 receive personal leave benefits under Plan
B. All other employees receive personal leave benefits pursuant to the plan they participated
in as of November 15, 1998. Employees hired before November 16, 1997 shall receive
personal leave benefits under Plan B if they elected to do so during any city - established
election period occurring in 1998 or later.
A. Plan “A ”
1. Sick Leave
a. Sick leave is provided for full-time employees under 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 e stablish rules
governing the interfacing of sick leave and workers’ compensation benefits
and avoiding, to the extent allowable by law, duplicative payments.
b. Each full-time employee accrues sick leave at a rate of 4.62 hours per
pay period. For any plan year in which there are 27 pay periods, no sick
leave hours will be awarded in the 27th pay period. Authorized and unused
sick leave may be accumulated from year to year, subject to the limitations
of this plan.
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1. Sick Leave Accrual for Fire Battalion Chiefs – Each covered
employee shall be entitled to 15 days of sick leave each calendar year,
except for members of the Operations division who shall be entitled to
7.5 shifts of sick leave each calendar year. The City shall credit a
covered employee’s sick leave account in a lump sum (either 15 days
or7.5 shifts) during the first month of each calendar year. 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
240 hours of sick leave may choose to convert up to 64 hours of the sick
leave earned and unused during any given year to vacation. Any sick leave
used during the calendar year reduces the allowable conversion by an equal
amount.
1. Sick Leave Conversion for Fire Battalion Chiefs – Fire Battalion
Chiefs who have accumulated 15 shifts (for Operations employees), or
240 hours (for non-Operations employees) may choose to convert a
portion of the year sick leave grant from any given year to vacation, as
follows—
Number of Sick Leave Shifts
Used During Previous Calendar
Year (Operations Only)
Number of Sick Leave Shifts
Available for Conversion
(Operations Only)
No shifts used 5 shifts
One shift used 4 shifts
Two shifts used 3 shifts
Three shifts used 2 shifts
Four shifts used 1 shift
Five or more shifts used No shifts
Number of Sick Leave Shifts
Used During Previous Calendar
Year (Support Only)
Number of Sick Leave Shifts
Available for Conversion
(Support Only)
No days used 9 days
One day used 8 days
Two days used 7 days
Three days used 6 days
Four days used 5 days
Five or more days used 0 days
d. Conversion at the maximum allowable hours will be made unless the
employee elects otherwise. Any election by an employee for no conversion,
or to convert less than the maximum allowable sick leave hours to vacation
time, must be made by notifying the employee’s department timekeeper or
the city payroll administrator, in writing, not later than the second pay period
of the new calendar year (or the November vacation draw for Fire Battalion
Chiefs). Otherwise, the opportunity to waive conversion or elect conversion
other than the maximum allowable amount will be deemed waived for that
calendar year. In no event may sick leave days be converted from other than
19
the current year's sick leave allocation.
e. Any sick leave hours, properly converted to vacation benefits as
above described, must be taken before any other vacation hours to which the
employee is entitled; however, in no event is an employee, upon the
employee’s separation from employment, entitled to any pay or
compensation for any sick leave converted to vacation. An employee
forfeits any sick leave converted to vacation remaining unused at the date of
separation from employment.
f. Sick Leave Benefits Upon Layoff. Employees who are subject to
layoff because of lack of work or lack of funds will be paid at 100% of their
hourly base wage rate as of the date of termination for each accumulated
unused sick leave hour.
2. Hospitalization Leave
a. Hospitalization leave is provided for full-time employees under Plan
“A,” in addition to sick leave authorized hereunder, as insuran ce against loss
of income when an employee is unable to perform assigned duties because of
scheduled surgical procedures, urgent medical treatment, or hospital
inpatient admission.
b. Employees are entitled to 30 days of hospitalization leave each
calendar year. Hospitalization leave does not accumulate from year to year.
Employees may not convert hospitalization leave to vacation or any other
leave, nor may they convert hospitalization leave to any additional benefit at
time of retirement.
c. Employees who are unable to perform their duties during a shift due
to preparations (such as fasting, rest, or ingestion of medicine), for a
scheduled surgical procedure, may report the absence from the affected shift
as hospitalization leave, with the prior approval of their division head or
supervisor.
d. An employee who must receive urgent medical treatment at a
hospital, emergency room, or acute care facility, and who is regularly
scheduled for work or unable to perform their duties during a shift (or work
day) due to urgent medical treatment, may re port the absence from the
affected shift as hospitalization leave. Similarly, an employee who is absent
from work while on approved leave is also allowed to claim hospitalization
leave.
1. An employee who wishes to claim hospitalization leave is responsible
to report the receipt of urgent medical treatment to the employee’s
division head or supervisor as soon as practical.
2. For purposes of use of hospitalization leave, urgent medical
treatment includes at-home care directed by a physician immediately
after the urgent medical treatment and within the affected shift.
20
e. Employees who, because they are admitted as an inpatient to a hospital
for medical treatment, are unable to perform their duties, may report the
absence from duty while in the hospital as hospitalization leave.
f. Medical treatment consisting exclusively or primarily of post -injury
rehabilitation or therapy treatment, whether conducted in a hospital or other
medical facility, shall not be counted as hospitalization leave.
g. An employee requesting hospitalization leave under this section may
be required to provide verification of treatment or care from a competent
medical practitioner.
3. Dependent Leave
a. Under Plan “A,” dependent leave may be requested by a full-time
employee for the following reasons:
1. Becoming a parent through birth or adoption of a child.
2. Placement of a foster child in the employee’s home.
3. Due to the care of the employee’s child, spouse, spouse’s child, adult
designee, adult designee’s unmarried child under age 26, or parent with
a serious health condition.
b. Under Plan “A,” dependent leave may also be requested by a full-
time employee to care for an employee’s child, spouse, spouse’s child, adult
designee, an adult designee’s unmarried child under age 26, or a parent who
is ill or injured but who does not have a serious health condition.
c. 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. If an employee has available unused sick leave, sick leave may be
used as dependent leave.
3. An employee is required to give notice of the need to take dependent
leave, including the expected duration of leave, to his or her supervisor
as soon as possible.
4. Upon request of a supervisor, an employee will be required to
provide a copy of a birth certificate or evidence of child placement for
adoption, or a letter from the attending physician in the event of
hospitalization, injury, or illness of a child, spouse, spouse’s child, adult
designee, adult designee’s child, or parent within five calendar days
following a return from leave.
21
5. An employee’s sick leave shall be reduced by the number of hours
taken by an employee as dependent leave.
4. Career Incentive Leave, Plan “A”
Full-Time employees, who have been in continuous 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 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. This leave can
be used for any reason. Requests for Career Incentive Leave must be submitted in
writing to the appropriate department director and be approved subject to the
department’s business needs (e.g., work schedules and workloads).
5. Retirement Benefit, Plan “A”
a. Employees who meet the eligibility requirements of the Utah State
Retirement System and who retire from the city will be paid at their base
hourly rate for 50% of their accumulated sick leave hours balance based on
the schedule below:
Retirement Month 50% sick leave will be:
January 1st – June 30th Contributedion to 501(c)9 Health
Reimbursement Account Plan
(premium-only account) July 1st – December 31st Cash to retiree
B. Plan “B”
1. The benefit Plan Year of Plan “B” begins in each calendar year on the first day
of the pay-period that includes November 15. Under Plan “B,” paid personal leave
is 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. Where the leave is not related to the
employee’s own illness or disability—or an event that qualifies under the FMLA—
a personal leave request is subject to supervisory approval based on the operational
requirements of the city and any policies regarding the use of such leave adopted by
the department in which the employee works. Personal leave hours may be used on
the first day of the pay period following the period in which the hours are earned.
22
2. Each full-time employee under Plan “B” is awarded personal leave hours based
on the following schedule:
Months of
Consecutive Hours of
City Service Personal Leave
Less than 6 40
Less than 24 60
24 or more 80
Employees hired during the plan year are provided paid personal leave on a pro-
rated basis.
3. Not later than October 31st of each calendar year, employees covered by Plan
“B” may elect, by notifying their department timekeeper or the city payroll
administrator in writing, to:
a. Convert any unused personal leave hours availab le at the end of the
first pay period of November to a lump sum payment equal to the following:
For each converted hour, the employee will be paid 50 percent of the
employee’s regular hourly base wage rate (not including acting pay) in
effect on the date of conversion. In no event will total pay hereunder exceed
40 hours of pay (80 hours at 50%); 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, to a lump sum
payment as provided in subparagraph (3)(a), above, and carry over a portion
as provided in subparagraph (3)(b), above.
4. Maximum Accrual. A maximum of 80 hours of personal leave may be carried
over to the next plan year. Any personal leave hours unused at the end of the plan
year in excess of 80 will be converted to a lump sum payment as provided in
subparagraph 3(a) above.
5. Termination Benefits. An employee separating from employment may not exhaust
more than 80 hours of any combination of accrued vacation, personal leave, or banked
(holiday or vacation) leave prior to their last day of employment. 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 regular hourly base wage rate (not including acting
pay) on the date of termination for each unused hour. For purposes of this
paragraph, “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 pay periods
worked in the plan year (rounded to the end of the pay period which includes the
separation date) to 26 pay periods. If the employee, at the time of separation, has
23
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 f rom the employee’s
paycheck.
6. Conditions on Use of Personal Leave include:
a. Minimum use of personal leave, with supervisory approval, must be
in no less than quarter-hour increments.
b. Except in unforeseen circumstances, such as emergencies or the
employee’s inability to work due to illness or accident or an unforeseen
FMLA-qualifying event, an employee must provide their supervisor with
prior notice to allow time for the supervisor to make arrangements necessary
to cover the employee’s work.
c. For leave due to unforeseen circumstances, the employee must give
their supervisor as much prior notice as possible.
d. Except as provided for expressly in either city policy or this plan,
personal leave hours are ineligible to be cashed out or used to exceed the
total number of hours for which an employee is regularly compensated
during a work week or a pay period.
7. Career Enhancement Leave, Plan “B”: 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 one -time
leave benefit could be used for formal training, informal course of study, job-related
travel, internship, mentoring or other activity that could be of benefit to the city and
the employee’s career development. Selected employees will 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 (who will review the request
to ensure compliance with these guidelines).
8. Retirement/Layoff (RL) Benefit, Plan “B”
a. Full-Time employees currently covered under Plan “B” who were
hired before November 16, 1997, and who elected to be covered under Plan
“B,” shall have a retirement/layoff (RL) account equal to sixty percent of
their accumulated unused sick leave hours available on November 16,
1997, minus any hours withdrawn from that account since it was established.
b. Full-Time employees who were hired before November 16, 1997 and
who elected in 1998 to be covered under Plan “B,” shall have a
retirement/layoff (RL) account equal to fifty percent of their accumulated
unused sick leave hours available on November 14, 1998, minus any hours
withdrawn after the account is established.
c. Full-Time employees who were hired before November 16, 1997 and
24
who elected in 2007 or later during any period designated by the city to be
covered under Plan “B,” shall have a retirement /layoff (RL) account equal
to forty percent of their accumulated unused sick leave hours available on
the date that Plan B participation began, minus any hours withdrawn after
the account is established.
d. Payment of the RL Account.
1. All hours in an employee’s RL account shall be payable upon
retirement or as a result of layoff. In the case of layoff, 100% of R/L
hours shall be paid to the employee according to the employee’s base
hourly rate of pay on date of layoff. Any employee who quits, resigns, is
separated, or is terminated for cause is not eligible to receive payment
for RL account hours.
2. In cases of retirement, an eligible employee shall be paid at their base
hourly rate for 100% of their RL account balance based on the schedule
below:
Retirement Month 100% RL hours will be:
January 1st – June 30th Contributedion to 501(c)9 Health Retirement
Account Plan
(premium-only account) July 1st – December 31st Cash to retiree
e. Hours may be withdrawn from the RL account to cover an
employee’s absence from work due to illness or injury, need to care for a
dependent, any emergency or to supplement Workers’ Compensation
benefits after personal leave hours are exhausted. RL account hours, when
added to the employee’s workers’ compensation benefit, may not exceed the
employee’s regular net salary.
9. Short-Term Disability Insurance, Plan “B”: 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). There shall be no cost to the employee for SDI. SDI
shall be administered in accordance with the terms determined by the city.
SUBSECTION IV - PARENTAL LEAVE
A. Full-time employees who become parents through birth, adoption, or foster care
may take up to six consecutive weeks of paid parental leave to care for and bond with
the child. An employee may be allowed to take parental leave up to one year from the
date of a child’s birth or, in the case of adoption or foster care, the date a child is placed
in the employee’s home. Parental leave may be taken during a new employee’s
probationary period. The probationary period will be extended by an amount of time
equivalent to the parental leave taken.
B. Parental leave will run concurrently (during the same period of time) with FMLA
and SDI (if applicable). Parental leave is limited to six weeks per twelve-month period.
25
For employees approved for short-term disability, parental leave will make up the
difference between 100% pay and 66 2/3% pay (if applicable) for up to six weeks.
SUBSECTION V - BEREAVEMENT LEAVE
A. An employee who suffers the loss of an immediate family member including a(n):
current spouse, domestic partner, or adult designee; child, mother, father, brother, sister;
current father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law,
sister-in-law; grandparent; current step-grandfather, step-grandmother; grandchild, or
current step grandchild, stepchild, stepmoth er, stepfather, stepbrother or stepsister,
grandfather-in-law, grandmother-in-law; or, domestic partner’s or adult designee’s
relative as if the domestic partner or adult designee were the employee’s spouse is
eligible to be released from work for bereavement, including attendance at a funeral,
memorial service, or related event(s).
B. In the event of death of an immediate family member, the city will provide an
employee with up to five working days of paid leave for bereavement, including
attendance at a funeral, memorial service, or related event(s). The employee will be
permitted one additional day of bereavement leave if the employee attends a funeral,
memorial service or equivalent event that is held more than 150 miles from Salt Lake
City and the day following the memorial service or equivalent event is a regular
working shift.
C. In the event of death of a first-line extended relative of an employee, or of an
employee’s spouse, domestic partner, or adult designee’s relative as if the adult
designee were the employee’s spouse not covered in paragraph A above (such as an
uncle, aunt or cousin), the city will provide an employee with up to one work shift for
bereavement, including attendance at a funeral, memorial service, or related event(s).
The employee will be permitted one additional day of bereavement leave if the
employee attends a funeral, memorial service or equivalent event that is held more than
150 miles from S alt Lake City and the day following the memorial service or equivalent
event is a regular working shift.
D. In the event of death of a friend, an employee may be allowed to use vacation or
personal leave for time off to attend the funeral or memorial service, as approved by an
immediate supervisor.
E. In the event of death of any covered family member while an employee is on
vacation leave, an employee’s absence may be extended and authorized as bereavement
leave.
E.F. In the event of a miscarriage or stillbirth, the employee, employee’s spouse
or partner, or employee to be an adoptive parent, the city will provide an employee with
up to three working days of paid leave for bereavement.
SUBSECTION VI - MILITARY LEAVE
A. Leave of absence for employees who enter uniformed service. An employee who
enters the uniformed services of the United States, including the United States Army,
26
United States Navy, United States Marine Corps, United States Air Force,
commissioned Corps of the National Oceanic and Atmospheric Administration, United
States Coast Guard, or the commissioned corps of the Public Health Service, is entitled
to be absent from his or her duties and servic e from the city, without pay, as required by
applicable l law. Leave will be granted in accordance with the Uniformed Services
Employment and Reemployment Rights Act (USERRA).
B. Leave while on duty with the armed forces or Utah National Guard. An employee
who is or who becomes a member of the reserves of the federal armed forces, including
the United States Army, United States Navy, United States Marine Corps, United States
Air Force, and the United States Coast Guard, or an y unit of the Utah National Guard, is
allowed military leave for up to 15 working days per calendar year for time spent on
active or reserve duty. Military leave may be in addition to vacation leave and need not
be consecutive days of service. To be covered, an employee must provide
documentation demonstrating a duty requirement.
SUBSECTION VII - JURY LEAVE & COURT APPEARANCES
A. Jury Leave: An employee will be released from duty with full pay when, in
obedience to a subpoena or direction by proper authority, the employee is required to
either serve on a jury or appear as a witness for the United States, the state of Utah, or
other political subdivision.
1. Employees are entitled to retain statutory fees paid for service in a federal court,
state court, or city/county justice court.
2. On any day that an employee is required to report for service and is thereafter
excused from such service during his or her regular worki ng hours from the city, he
or she must forthwith return to and carry on his or her regular city employment.
Employees who fail to return to work after being excused from service for the day
are subject to discipline.
B. Court Appearances. A Police sergeant is eligible to receive compensation as a
witness subpoenaed by the city, the State of Utah, or the United States for a court or
administrative proceeding appearance as follows:
1. Appearances in court or administrative proceeding made while on-duty will be
compensated as normal hours worked.
2. In the event an appearance extends beyond the end of an employee's regularly
scheduled shift, time will be counted as normal work time for the purpose of
computing an employee's overtime compensation.
3. Employees are entitled to retain statutory witness fees paid for service in a
federal court, state court, or city/county justice court.
4. Appearances made while off-duty will be compensated as follows:
(a) The city will pay employees for two hours of preparation time plus
actual time spent in court or in an administrative hearing at one and one-half
27
times their regular hourly rate. Lunch periods granted are not considered
compensable time. Compensation for additional preparation time for any
subsequent appearance during the same day is allowed only when there is at
least two hours between the employee’s release time from a prior court or
administ rative proceeding and the start of the other.
(b) If the time spent in court or administrative proceeding extends into the
beginning of the employee's regularly scheduled work shift, time spent in
court or in administrative proceeding will be deemed ended at the time such
shift is scheduled to begin.
5. An employee is required to provide a copy of the subpoena, including the
beginning time and time released from the court or administrative hearing, with
initials of the prosecuting or another court representative within seven working days
following the appearance.
6. Any employee failing to appear in compliance with the terms of a formal notice
or subpoena may be subject to disciplinary action.
SUBSECTION VIII - INJURY LEAVE (SWORN POLICE AND FIRE EMPLOYEES ONLY)
The city has established rules governing the administration of an injury leave program for sworn
police officers and firefighterspublic safety personnel under the following qualifications and
restrictions:
A. The disability must have resulted from an injury arising out of the discharge of
official duties or while exercising some form of necessary job-related activity as
determined by the city;
B. The employee must be unable to return to work due to the injury, as verified by a
medical provider acceptable to the city;
C. The leave benefit may not exceed the value of the employee's net sala ry during the
period of absence due to the injury, less all amounts paid or credited to the employee as
workers’ compensation, Social Security, long-term disability or retirement benefits, or
any form of governmental relief whatsoever;
D. The value of benefits provided to employees under this injury leave program may
not exceed the total of $5,000 per employee per injury, unless approved in writing by
the employee’s department head after receiving an acceptable treatment plan and
consulting with the city’s risk manager;
E. The city's risk manager is principally responsible for the review of injury leave
claims, except that appeals from the decision of the city’s risk manager may be
reviewed by the Human Resources director, who may make recommendations to the
mayor for final decisions;
F. If an employee is eligible for workers’ compensation as provided by law and is not
receiving injury leave pursuant to this provision, an employee may elect to use either
28
accumulated sick leave or hours from the RL account, if applicable, and authorized
vacation time to supplement workers’ compensation. The total value of leave hours or
hours from an RL account combined with a workers’ compensation benefit may not
exceed an employee's regular net salary.
SUBSECTION IX - ADDITIONAL LEAVES OF ABSENCE
Additional leaves of absence may be requested in writing and granted as identified in policy
to an employee at the discretion of a department director.
SUBSECTION X - EMERGENCY LEAVE
The city may provide additional paid leave to employees if: i) the mayor has declared a
local emergency; and ii) the mayor and/or city council authorize and approve the use of
available funds for such purposes during the period of local emergency.
Emergency leave may also be provided as a form of income replacement for part -time
(hourly) and/or seasonal employees whose work hours are either reduced or discontinued
temporarily, so long as there is an expectation they will return to work after the emergency
period is ended.
29
APPENDIX A - SALT LAKE CITY COR PORATION
GENERAL EMPLOYEE PAY PLAN (GEPP)
Effective June 27, 2021June 26, 2022
GRADE MINIMUM CITY MARKET MAXIMUM
SEAX/HRLY $11.87 $38.23
10 $12.60 $16.46 $20.31
11 $13.21 $17.28 $21.35
12 $13.88 $18.30 $22.71
13 $14.58 $19.06 $23.54
14 $15.30 $19.94 $24.58
15 $16.06 $21.10 $26.14
16 $16.86 $22.34 $27.81
17 $17.71 $23.24 $28.77
18 $18.60 $24.70 $30.80
19 $19.52 $25.79 $32.06
20 $20.51 $26.89 $33.27
21 $20.69 $28.22 $35.75
22 $21.75 $29.66 $37.57
23 $22.83 $31.15 $39.47
24 $23.97 $32.69 $41.41
25 $25.16 $34.32 $43.47
26 $26.43 $36.05 $45.66
27 $27.73 $37.86 $47.98
28 $29.11 $39.77 $50.42
29 $30.59 $41.76 $52.93
30 $32.11 $43.85 $55.58
31 $33.72 $46.05 $58.37
32 $35.40 $48.34 $61.27
33 $37.18 $50.77 $64.35
34 $39.04 $53.31 $67.57
35 $40.98 $55.97 $70.95
36 $43.03 $58.77 $74.50
37 $45.19 $61.70 $78.21
38 $47.45 $64.79 $82.12
39 $49.83 $104.65
40 $52.31 $109.86
41 $54.93 $178.21
30
GRADE MINIMUM CITY MARKET MAXIMUM
SEAX/HRLY $24,692 $79,510
10 $26,214 $34,234 $42,255
11 $27,474 $35,940 $44,407
12 $28,865 $38,049 $47,232
13 $30,322 $39,646 $48,971
14 $31,822 $41,472 $51,123
15 $33,408 $43,885 $54,362
16 $35,060 $46,450 $57,840
17 $36,843 $48,341 $59,839
18 $38,690 $51,373 $64,056
19 $40,603 $53,644 $66,686
20 $42,668 $55,938 $69,207
21 $43,037 $58,698 $74,359
22 $45,233 $61,687 $78,141
23 $47,493 $64,795 $82,097
24 $49,862 $68,001 $86,140
25 $52,340 $71,381 $90,422
26 $54,970 $74,967 $94,965
27 $57,687 $78,739 $99,790
28 $60,557 $82,716 $104,876
29 $63,621 $86,857 $110,093
30 $66,795 $91,204 $115,614
31 $70,142 $95,780 $121,417
32 $73,642 $100,540 $127,438
33 $77,337 $105,593 $133,850
34 $81,206 $110,875 $140,545
35 $85,249 $116,407 $147,566
36 $89,509 $122,232 $154,956
37 $93,986 $128,329 $162,672
38 $98,703 $134,752 $170,801
39 $103,637 $217,664
40 $108,810 $228,511
41 $114,244 $370,686
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APPENDIX B – APPOINTED EMPLOYEES BY DEPARTMENT
Effective June
27, 202126, 2022
911 BUREAU Job Title Grade
911 DISPATCH DIRECTOR 041X
911 COMMUNICATIONS DEPUTY DIRECTOR 032X
EXECUTIVE ASSISTANT 024X026X
AIRPORT
EXECUTIVE DIRECTOR OF AIRPORTS 041X
CHIEF OPERATING OFFICER, AIRPORT 040X
DIRECTOR AIRPORT ENGINEERING 039X
DIRECTOR AIRPORT MAINTENANCE 039X
DIRECTOR FINANCE/ACCOUNTING AIRPORT 039X
DIRECTOR OF AIRPORT ADMINISTRATION/COMMERCIAL SERVICES 039X
DIRECTOR OF AIRPORT INFORMATION TECHNOLOGY 039X
DIRECTOR OF AIRPORT PLANNING & CAPITAL PROJECTS 039X
DIRECTOR OF OPERATIONS - AIRPORT 039X
DIRECTOR OF OPERATIONAL READINESS & TRANSITION 039X
DIRECTOR COMMUNICATIONS & MARKETING 038X
EXECUTIVE ASSISTANT 024X026X
CITY ATTORNEY
CITY ATTORNEY 041X
DEPUTY CITY ATTORNEY 040X
CITY RECORDER 03334X
CITY COUNCIL
COUNCIL MEMBER-ELECT N/A*
EXECUTIVE DIRECTOR CITY COUNCIL OFFICE 041X
COUNCIL LEGAL DIRECTOR 039X
DEPUTY DIRECTOR - CITY COUNCIL 039X
ASSOCIATE DEPUTY DIRECTOR COUNCIL 037X
LEGISLATIVE & POLICY MANAGER 037X
SENIOR ADVISOR CITY COUNCIL 037X
SENIOR PUBLIC POLICY ANALYST 033X
COMMUNICATIONS DIRECTOR CITY COUNCIL 031X
PUBLIC ENGAGEMENT & COMMUNICATIONS SPECIALIST III 031X
COMMUNITY FACILITATOR 031X
OPERATIONS MANAGER & MENTOR – CITY COUNCIL 031X
PUBLIC POLICY ANALYST 031X
POLICY ANALYST/PUBLIC ENGAGEMENT 028X
PUBLIC ENGAGEMENT & COMMUNICATIONS SPECIALIST II 028X
CONSTITUENT LIAISON/POLICY ANALYST 027X
CONSTITUENT LIAISON 026X
PUBLIC ENGAGEMENT & COMMUNICATIONS SPECIALIST I 026X
ASSISTANT TO THE COUNCIL EXECUTIVE DIRECTOR 025X
COUNCIL ADMINISTRATIVE ASSISTANT/AGENDA 024X
COUNCIL ADMINISTRATIVE ASSISTANT 021X
32
COMMUNITY & NEIGHBORHOODS
DIRECTOR OF COMMUNITY & NEIGHBORHOODS 041X
DEPUTY DIRECTOR - COMMUNITY & NEIGHBORHOODS 037X
DEPUTY DIRECTOR - COMMUNITY SERVICES 037X
DIRECTOR OF TRANSPORTATION (ENGINEER) 037X
PLANNING DIRECTOR 037X
BUILDING OFFICIAL 035X
DIRECTOR OF HOUSING & NEIGHBORHOOD DEVELOPMENT 035X
DIRECTOR OF TRANSPORTATION (PLANNER) 035X
YOUTH & FAMILY DIVISION DIRECTOR 035X
EXECUTIVE ASSISTANT 024X026X
ECONOMIC DEVELOPMENT
DIRECTOR OF ECONOMIC DEVELOPMENT 041X
DEPUTY DIRECTOR ECONOMIC DEVELOPMENT 037X
ARTS DIVISION DIRECTOR 032X
BUSINESS DEVELOPMENT DIVISION DIRECTOR 032X
FINANCE
CHIEF FINANCIAL OFFICER 041X
CITY TREASURER 039X
DEPUTY CHIEF FINANCIAL OFFICER 039X
CHIEF PROCUREMENT OFFICER 033X036X
FIRE
FIRE CHIEF 041X
DEPUTY FIRE CHIEF 037X
ASSISTANT FIRE CHIEF 035X
EXECUTIVE ASSISTANT 026X
HUMAN RESOURCES
CHIEF HUMAN RESOURCES OFFICER 041X
DEPUTY CHIEF HUMAN RESOURCES OFFICER 037X
CIVILIAN REVIEW BOARD INVESTIGATOR 035X
TRANSITION CHIEF OF STAFF 041X*
TRANSITION COMMUNICATIONS DIRECTOR 039X*
TRANSITION EXECUTIVE ASSISTANT 024X*
INFORMATION MGT SERVICES
CHIEF INFORMATION OFFICER 041X
CHIEF INNOVATIONS OFFICER 039X
DEPUTY CHIEF INFORMATION OFFICER 039X
JUSTICE COURTS
JUSTICE COURT JUDGE 037X
CITY COURTS ADMINISTRATOR 033X036X
33
MAYOR
CHIEF OF STAFF 041X
CHIEF ADMINISTRATIVE OFFICER 041X
COMMUNICATIONS DIRECTOR 039X
DEPUTY CHIEF ADMINISTRATIVE OFFICER 039X
DEPUTY CHIEF OF STAFF 039X
SENIOR ADVISOR 039X
COMMUNICATIONS DEPUTY DIRECTOR 030X
POLICY ADVISOR 029X
REP COMMISSION POLICY ADVISOR 029X
COMMUNITY LIAISON 026X
EXECUTIVE ASSISTANT 024X026X
OFFICE MANAGER - MAYOR'S OFFICE 024X
COMMUNITY OUTREACH - EQUITY & SPECIAL PROJECTS
COORDINATOR 024X
COMMUNICATION AND CONTENT MANAGER - MAYOR'S OFFICE 021X
ADMINISTRATIVE ASSISTANT 019X
CONSUMER PROTECTION ANALYST 016X
POLICE
CHIEF OF POLICE 041X
ASSISTANT CHIEF OF POLICE 039X
DEPUTY CHIEF POLICE 037X
ADMINISTRATIVE DIRECTOR - COMMUNICATIONS 037X
ADMINISTRATIVE DIRECTOR - INTERNAL AFFAIRS 037X
EXECUTIVE ASSISTANT 026X
PUBLIC LANDS
PUBLIC LANDS DIRECTOR 041X
DEPUTY DIRECTOR, PUBLIC LANDS 037X
GOLF DIVISION DIRECTOR 035X
PARKS DIVISION DIRECTOR 035X
PUBLIC SERVICES
DIRECTOR OF PUBLIC SERVICES 041X
CITY ENGINEER 039X
DEPUTY DIRECTOR OF OPERATIONS 038X
FACILITIES DIVISION DIRECTOR 035X
FLEET DIVISION DIRECTOR 035X
STREETS DIVISION DIRECTOR 035X
COMPLIANCE DIVISION DIRECTOR 035X
EXECUTIVE ASSISTANT 024X026X
PUBLIC UTILITIES
DIRECTOR OF PUBLIC UTILITIES 041X
DEPUTY DIRECTOR OF PUBLIC UTILITIES 039X
FINANCE ADMINISTRATOR PUBLIC UTILITIES 039X
CHIEF ENGINEER - PUBLIC UTILITIES 037X
WATER QUALITY & TREATMENT ADMINSTRATOR 037X
EXECUTIVE ASSISTANT 024X026X
REDEVELOPMENT AGENCY
DIRECTOR, REDEVELOPMENT AGENCY 039X041X
DEPUTY DIRECTOR, REDEVELOPMENT AGENCY 037X
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SUSTAINABILITY
SUSTAINABILITY DIRECTOR 041X
SUSTAINABILITY DEPUTY DIRECTOR 037X
WASTE & RECYCLING DIVISION DIRECTOR 035X
Except for a change in job title or reassignment to a lower pay level, no appointed position on this pay
plan may be added, removed or modified without approval of the City Council.
* Compensation for transitional positions, including city council member -elect, is set as provided under Chapter 2.03.030 of the
Salt Lake City Code. Benefits for transitional employees are equivalent to those provided to full-time employees. Except for
leave time, benefits for city council members-elect are also equivalent to those provided to full-time employees.
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APPENDIX C – ELECTED OFFICIALS SALARY SCHEDULE
Annual Salaries
Effective June 27, 2021June 26, 2022
Mayor $153,171160,064
Council Members $38,29340,016
Except for leave time, benefits for the mayor and city council members are equivalent to those provided to
full-time employees.
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APPENDIX D- UTAH STATE RETIREMENT CONTRIBUTIONS FY 2021-2022
Tier 1 Defined Benefit
System
System Employee
Contribution Employer Contribution Total
Public Employees Contributory System 6.0% 14.46%13.96% 20.46%19.96%
Public Employees Noncontributory System 0 18.47%17.97% 18.47%17.97%
Public Safety Noncontributory System 0 46.71% 46.71%
Firefighters Retirement System 0 23.95%22.95% 23.95%22.95%
Tier 1 Post
Retired
System
Post Retired Employment
After 6/30/10 – NO 401(k)
Amortization of UAAL*
Post Retired Employment Before
7/1/2010
Optional 401(k)
Public Employees Noncontributory System
6.61%
11.86%
Public Safety Noncontributory System 24.20% 22.51%
Firefighters Retirement System 0% n/a
Tier 2 Defined Benefit Hybrid System
Employee
Contribution
Employer
Contribution
401(k) Total
Public Employees Noncontributory System 0% 15.80%16.01% 0.89%0.18% 16.69%16.19%
Public Safety Noncontributory System
(for entry and two year pay steps only)
2.27%2.59% (city
paid) 38.28% 6.00% 46.55%46.87%
Public Safety Noncontributory System
(for pay steps year four or more)
2.27%2.59% (city
paid) 38.28% 0% 40.55%40.87%
Firefighters Retirement System 2.27%2.59% (city
paid) 14.08% 0% 16.35%16.67%
Tier 2 Defined Contribution
Only
Employee
Contribution
Employer
Contribution
401(k) Total
Public Employees Noncontributory System 0% 6.69%6.19% 10.00% 16.69%16.19%
Public Safety Noncontributory System
(for entry and two year pay steps only)
0% 24.28% 22.27% 46.55%
Public Safety Noncontributory System
(for pay steps year four or more)
0% 24.28% 16.27% 40.55%
Firefighters Retirement System 0% 0.08% 16.27% 16.35%
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Executive Non-
Legislative
Position Employer Contribution
Public Employees Noncontributory System
Department Heads, Mayor,
Mayor’s Chief of Staff, Chief
Administrative Officer, Up to Two
Additional Senior Executives in the
Mayor’s Office, Executive Director
for City Council
Normal contribution into Utah Retirement
System (URS)with 3% into 401(k)
– OR –
If Tier 1 and exempt from system or Tier II and
exempt from vesting, 401k contribution equal to
the applicable URS system contribution plus 3%
Public Safety Noncontributory System Department Head Same as above
Firefighters Retirement System Department Head Same as above
Council Members Elected with prior service in the Utah Retirement System
(Tier 1 Defined
Benefit)
System Employee
Contribution Employer Contribution Total
Public Employees Noncontributory System 0 18.47%17.97% 18.47%17.97%
If exempt… 0 10% base salary to 401(k) 10%
Council Members Elected After July 1, 2011 with no prior service in the Utah Retirement
System (may exempt from vesting)
Tier 2 Defined Contribution
Only
Employer 401K Total
6.69%6.19% 10% 16.69%16.19%
Tier 2 Defined Benefit Hybrid
System
Employer 401K Total
15.80%16.01% 0.89%0.18% 16.69%16.19%