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Transmittal - 9/12/2023 DEPARTMENT OF FINANCE POLICY AND BUDGET DIVISION 451 SOUTH STATE STREET PO BOX 145467, SALT LAKE CITY, UTAH 84114-5455 ERIN MENDENHALL Mayor MARY BETH THOMPSON Chief Financial Officer CITY COUNCIL TRANSMITTAL ___________________________________ Date Received: _______________ Lisa Shaffer, Chief Administrative Officer Date sent to Council: __________ ______________________________________________________________________________ TO: Salt Lake City Council DATE: September 12, 2023 Darin Mano, Chair FROM: Mary Beth Thompson, Chief Financial Officer SUBJECT: FY24 Budget Amendment #2-Revised SPONSOR: NA STAFF CONTACT: Lisa Hunt (801) 535-7926 or Mary Beth Thompson (801) 535-6403 DOCUMENT TYPE: Budget Amendment Ordinance RECOMMENDATION: The Administration recommends that subsequent to a public hearing, the City Council adopt the following amendments to the FY24 adopted budget. BUDGET IMPACT: REVENUE EXPENSE GENERAL FUND $0.00 $187,250.00 CIP FUND $25,485,893.25 $25,485,893.25 SPECIAL REVENUE FUND $62,416.00 $65,472.00 IMS FUND $6,000.00 $6,000.00 SPECIAL ASSESSMENT FUND $0.00 $664,293.70 MISCELLANEOUS GRANTS FUND $16,121,409.00 $16,121,409.00 TOTAL $41,675,718.25 $42,576,117.95 Alejandro Sanchez (Sep 12, 2023 16:08 MDT) Lisa Shaffer (Sep 12, 2023 16:18 MDT)09/12/2023 09/12/2023 BACKGROUND/DISCUSSION: Revenue for FY24 Budget Adjustments The following chart shows a current projection of General Fund Revenue for FY24. Because of this budget amendment’s timing, there are no updates for Y24 projections available. The City has begun closing out the FY23 and will provide updates to Council as the audit progresses. Revenue FY23-FY24 Annual Budget FY23-24 Amended Budget Revised Forecast Amended Variance Favorable (Unfavorable) Revenue FY22-FY23 Annual Budget FY22-FY23 Amended Budget Revised Forecast Amended Variance Property Taxes 129,847,140 129,847,140 129,847,140 - Sale and Use Taxes 117,129,000 117,129,000 117,129,000 - Franchise Taxes 12,348,127 12,348,127 12,348,127 - Payment in Lieu of Taxes 1,905,573 1,905,573 1,905,573 - Total Taxes 261,229,840 261,229,840 261,229,840 - Revenue FY22-FY23 Annual Budget FY22-FY23 Amended Budget Revised Forecast Amended Variance Licenses and Permits 40,878,104 40,878,104 40,878,104 - Intergovernmental Revenue 5,134,621 5,134,621 5,134,621 - Interest Income 8,000,000 8,000,000 8,000,000 - Fines 4,063,548 4,063,548 4,063,548 - Parking Meter Collections 2,801,089 2,801,089 2,801,089 - Charges, Fees, and Rentals 4,881,922 4,881,922 4,881,922 - Miscellaneous Revenue 3,502,359 3,502,359 3,502,359 - Interfund Reimbursement 26,131,213 26,131,213 26,131,213 - Transfers 9,938,944 9,938,944 9,938,944 - Total W/O Special Tax 366,561,640 366,561,640 366,561,640 - ObjectCodeDescription FY22-23 Annual Budget FY22-23 Amended Budget Revised Forecast Amended Variance Additional Sales Tax (1/2%)49,084,479 49,084,479 49,084,479 - Total General Fund 415,646,119 415,646,119 415,646,119 - Fund balance has been updated to include proposed changes for BA#2. Based on those projections adjusted fund balance is projected to be at 13.96%. FOF GF Only TOTAL FOF GF Only TOTAL Beginning Fund Balance 18,395,660 141,728,022 160,123,682 13,132,752 97,374,345 110,507,097 Budgeted Change in Fund Balance (2,100,608) (20,736,262) (22,836,870) (3,657,641) (29,211,158) (32,868,799) Prior Year Encumbrances (3,162,300) (17,260,909) (20,423,209) (1,879,654) (10,259,789) (12,139,443) Estimated Beginning Fund Balance 13,132,752 103,730,851 116,863,603 7,595,457 57,903,398 65,498,855 Beginning Fund Balance Percent 29.60%27.04%27.30%14.51%14.76%14.74% Year End CAFR Adjustments Revenue Changes - - - - - - Expense Changes (Prepaids, Receivable, Etc.) (2,257,746) (2,257,746) (2,257,746) (2,257,746) Fund Balance w/ CAFR Changes 13,132,752 101,473,105 114,605,857 7,595,457 55,645,652 63,241,109 Final Fund Balance Percent 29.60%26.45%26.78%14.51%14.19%14.23% Budget Amendment Use of Fund Balance (754,483) (754,483) BA#1 Revenue Adjustment - (475,000) (475,000) - (204,200) (204,200) BA#1 Expense Adjustment - - - - BA#2 Revenue Adjustment - - - - - BA#2 Expense Adjustment - - - - (233,050) (233,050) BA#3 Revenue Adjustment - 6,000,000 6,000,000 - - - BA#3 Expense Adjustment - (6,538,000) (6,538,000) - - - BA#4 Revenue Adjustment - 194,600 194,600 - - - BA#4 Expense Adjustment - (7,584,328) (7,584,328) - - - BA#5 Revenue Adjustment - - - - - - BA#5 Expense Adjustment - (5,940,349) (5,940,349) - - - BA#6 Revenue Adjustment - 19,120,198 19,120,198 - - - BA#6 Expense Adjustment - (12,219,731) (12,219,731) - - - BA#7 Revenue Adjustment - - - - - - BA#7 Expense Adjustment - - - - - - Change in Revenue - - - - - - Change in Expense Fund Balance Budgeted Increase - - - - - - - - Adjusted Fund Balance 13,132,752 94,030,495 107,163,247 7,595,457 54,453,919 62,049,376 Adjusted Fund Balance Percent 29.60%24.51%25.04%14.51%13.89%13.96% Projected Revenue 44,364,490 383,650,846 428,015,336 52,338,120 392,166,803 444,504,923 Salt Lake City General Fund TOTAL Fund Balance Projections FY2024 BudgetFY2023 Budget Projected The Administration is requesting a budget amendment totaling $41,675,718.25 in revenue and $42,576,117.95 in expenses. The amendment proposes changes in six funds, with eight increases in FTEs. The proposal includes 27 initiatives for Council review. Among the amendments is a proposed ordinance change that would amend the FY 2023-2024 Annual Compensation Plan for Non-Represented Employees. These changes will impact the Department of Public Services’ Snowfighter and the new Safety & Security Director’s pay specifically and will make changes to the Justice Court Judges salaries as well. The remainder of the changes will have impacts generally throughout the City. Further details on the changes are contained in the amendment documents. A summary spreadsheet outlining proposed budget changes is attached. The Administration requests this document be modified based on the decisions of the Council. The budget amendment is separated in eight different categories: A. New Budget Items B. Grants for Existing Staff Resources C. Grants for New Staff Resources D. Housekeeping Items E. Grants Requiring No New Staff Resources F. Donations G. Council Consent Agenda Grant Awards I. Council Added Items PUBLIC PROCESS: Public Hearing SALT LAKE CITY ORDINANCE No. ______ of 2023 (Second amendment to the Final Budget of Salt Lake City, including the employment staffing document, for Fiscal Year 2023-2024) An Ordinance Amending Salt Lake City Ordinance No. 29 of 2023 which adopted the Final Budget of Salt Lake City, Utah, for the Fiscal Year Beginning July 1, 2023, and Ending June 30, 2024. In June of 2023, the Salt Lake City Council adopted the final budget of Salt Lake City, Utah, including the employment staffing document, effective for the fiscal year beginning July 1, 2023, and ending June 30, 2024, in accordance with the requirements of Section 10-6-118 of the Utah Code. The City’s Budget Director, acting as the City’s Budget Officer, prepared and filed with the City Recorder proposed amendments to said duly adopted budget, including the amendments to the employment staffing document necessary to effectuate any staffing changes specifically stated herein, copies of which are attached hereto, for consideration by the City Council and inspection by the public. All conditions precedent to amend said budget, including the employment staffing document as provided above, have been accomplished. Be it ordained by the City Council of Salt Lake City, Utah: SECTION 1. Purpose. The purpose of this Ordinance is to amend the final budget of Salt Lake City, including the employment staffing document, as approved, ratified and finalized by Salt Lake City Ordinance No. 29 of 2023. SECTION 2. Adoption of Amendments. The budget amendments, including any amendments to the employment staffing document necessary to effectuate the staffing changes 2 specifically stated herein, attached hereto and made a part of this Ordinance shall be, and the same hereby are adopted and incorporated into the budget of Salt Lake City, Utah, including any amendments to the employment staffing document described above, for the fiscal year beginning July 1, 2023 and ending June 30, 2024, in accordance with the requirements of Section 10-6-128 of the Utah Code. SECTION 3. Filing of copies of the Budget Amendments. The said Budget Officer is authorized and directed to certify and file a copy of said budget amendments, including any amendments to the employment staffing document, in the office of said Budget Officer and in the office of the City Recorder which amendments shall be available for public inspection. SECTION 4. Effective Date. This Ordinance shall take effect upon adoption. Passed by the City Council of Salt Lake City, Utah, this _____ day of __________, 2023. ________________________ CHAIRPERSON ATTEST: ______________________________ CITY RECORDER Transmitted to the Mayor on __________________ Mayor’s Action: ____ Approved ____ Vetoed _________________________ MAYOR ATTEST: _______________________________ CITY RECORDER (SEAL) Bill No. _________ of 2023. Published: ___________________. Salt Lake City Attorney’s Office Approved As To Form ___ _______ Jaysen Oldroyd Initiative Number/Name Fund Revenue Amount Expenditure Amount Revenue Amount Expenditure Amount Ongoing or One- time FTEs 1 Homeless General Fund Reallocation Cost Share for State Homeless Mitigation Grant GF - (44,620.00)Ongoing - 1 Homeless General Fund Reallocation Cost Share for State Homeless Mitigation Grant GF - 44,620.00 Ongoing 0.50 2 Treasury ERAP 2 Additional Allocations Misc Grants 2,339,009.00 2,339,009.00 One-time - 3 Liberty Park Basketball Court Utah Jazz Donation CIP 100,000.00 100,000.00 One-time - 4 Scope Change for Miller Park Trail Access Improvements & Historic Structures Preservation CIP - - One-time - 5 Create a Public Lands Planning & Design Division GF - (543,144.00)Ongoing (4.00) 5 Create a Public Lands Planning & Design Division GF - 543,144.00 Ongoing 4.00 6 Sorenson Janitorial and County Contract - Senior Community Programs Manager GF - (113,798.00)Ongoing - 6 Sorenson Janitorial and County Contract - Senior Community Programs Manager GF - 110,798.00 Ongoing 1.00 6 Sorenson Janitorial and County Contract - Senior Community Programs Manager GF - 3,000.00 One-time - 6 Sorenson Janitorial and County Contract - Senior Community Programs Manager IMS 3,000.00 3,000.00 One-time - 7 Economic Development Project Manager Position GF - 122,000.00 Ongoing 1.00 7 Economic Development Project Manager Position GF - 3,000.00 One-time - 7 Economic Development Project Manager Position IMS 3,000.00 3,000.00 One-time - 8 SAA Funds to the Downtown Alliance Spec Assessment - 664,293.70 One-time - 9 Know your Neighbor Program Expenses GF - 6,500.00 Ongoing - 10 Love Your Block Program Expenses GF - 55,750.00 Ongoing - 11 Proposed Ordinance Amending the FY z2023-2024 Annual Compensation Plan for Non-Represented Employees NA - - - - Ongoing - 1 Emergency Demolition Fund Reset Special Rev 62,416.00 65,472.00 One-time - 2 300 N Pedestrian Bridge - Funding Pass-through CIP 500,000.00 500,000.00 One-time - 3 Withdrawn prior to transmittal 4 RDA Housing Funds Transfer to Misc Grants Misc Grants 6,400,000.00 6,400,000.00 One-time - 5 GO 2023 Parks Bond CIP 24,885,893.25 24,885,893.25 One-time - 6 Budget to Non-Departmental Transfer for Transfer to IMS and Fleet GF - 45,800.00 One-time Section E: Grants Requiring No New Staff Resources 1 TANF Capacity Building Grant-Financial Capability Misc Grants 1,229,681.00 1,229,681.00 Ongoing - 2 TANF Capacity Building Grant-Youth Development Misc Grants 1,391,672.00 1,391,672.00 Ongoing - 3 State Homeless Shelter Cities Mitigation FY 24 Misc Grants 3,107,201.00 3,107,201.00 Ongoing 4.50 - Fiscal Year 2023-24 Budget Amendment #2 Council ApprovedAdministration Proposed Section A: New Items Section D: Housekeeping Section F: Donations Section C: Grants for New Staff Resources Section B: Grants for Existing Staff Resources 1 Fiscal Year 2023-24 Budget Amendment #2 Consent Agenda #1 1 Greater Salt Lake Area Clean Energy and Air Roadmap Misc Grants 1,000,000.00 1,000,000.00 Ongoing 1.00 2 Utah Department of Natural Resources/Forestry Fire and State Lands Misc Grants 50,000.00 50,000.00 One-time - 3 Utah Department of Natural Resources/Forestry Fire and State Lands Misc Grants 150,000.00 150,000.00 One-time - 4 State of Utah Division of Outdoor Recreation Misc Grants 150,000.00 150,000.00 One-time - 5 Backman Community Open Space Misc Grants 200,000.00 200,000.00 One-time - 6 Utah Office for Victims of Crime-VOCA Misc Grants 92,846.00 92,846.00 One-time - 7 Utah State Board of Education Misc Grants 11,000.00 11,000.00 One-time - Total of Budget Amendment Items 41,675,718.25 42,576,117.95 - - 8.00 Initiative Number/Name Fund Revenue Amount Expenditure Amount Revenue Amount Expenditure Amount Ongoing or One- time FTEs Total by Fund, Budget Amendment #1: General Fund GF - 233,050.00 - - 2.50 Special Revenue Fund Special Rev 62,416.00 65,472.00 - - - CIP Fund CIP 25,485,893.25 25,485,893.25 - - - IMS Fund IMS 6,000.00 6,000.00 - - - Special Assessment Fund Spec Assessment - 664,293.70 - - - Miscellaneous Grants Misc Grants 16,121,409.00 16,121,409.00 - - 5.50 Total of Budget Amendment Items 41,675,718.25 42,576,117.95 - - 8.00 Administration Proposed Council Approved Section I: Council Added Items Section G: Council Consent Agenda -- Grant Awards 2 Fiscal Year 2023-24 Budget Amendment #2 Current Year Budget Summary, provided for information only FY 2023-24 Budget, Including Budget Amendments Revenue FY 2023-24 Adopted Budget - Revenue BA #1 Total BA #2 Total BA #3 Total BA #4 Total BA #5 Total Total Revenue General Fund (Fund 1000)448,514,918 (754,483.23) - 447,760,434.77 Curb and Gutter (FC 20)3,000 3,000.00 DEA Task Force Fund (FC 41)1,397,355 1,397,355.00 Misc Special Service Districts (FC 46)1,700,000 - 1,700,000.00 Street Lighting Enterprise (FC 48)4,681,185 4,681,185.00 Water Fund (FC 51)176,637,288 176,637,288.00 Sewer Fund (FC 52)289,941,178 289,941,178.00 Storm Water Fund (FC 53)19,865,892 19,865,892.00 Airport Fund (FC 54,55,56)403,513,000 403,513,000.00 Refuse Fund (FC 57)25,240,459 25,240,459.00 Golf Fund (FC 59)12,710,067 12,710,067.00 E-911 Fund (FC 60)3,925,000 3,925,000.00 Fleet Fund (FC 61)32,108,969 36,800.00 32,145,769.00 IMS Fund (FC 65)36,254,357 9,000.00 6,000.00 36,269,357.00 County Quarter Cent Sales Tax for Transportation (FC 69)9,700,000 9,700,000.00 CDBG Operating Fund (FC 71)5,597,763 5,597,763.00 Miscellaneous Grants (FC 72)8,919,917 16,121,409.00 25,041,326.00 Other Special Revenue (FC 73)400,000 62,416.00 462,416.00 Donation Fund (FC 77)500,000 500,000.00 Housing Loans & Trust (FC 78)14,659,043 14,659,043.00 Debt Service Fund (FC 81)32,341,586 32,341,586.00 CIP Fund (FC 83, 84 & 86)30,199,756 (1,430,715.00) 25,485,893.25 54,254,934.25 Governmental Immunity (FC 85)3,888,581 3,888,581.00 Risk Fund (FC 87)60,932,137 60,932,137.00 Total of Budget Amendment Items 1,623,631,451 (2,139,398.23) 41,675,718.25 - - - 1,663,167,771.02 3 Fiscal Year 2023-24 Budget Amendment #2 Expenditure FY 2023-24 Adopted Budgetg - Expense BA #1 Total BA #2 Total BA #3 Total BA #4 Total BA #5 Total Total Expense General Fund (FC 10)448,514,918 204,200.00 233,050.00 448,952,168.00 Curb and Gutter (FC 20)3,000 3,000.00 DEA Task Force Fund (FC 41)1,397,355 1,397,355.00 Misc Special Service Districts (FC 46)1,700,000 664,293.70 2,364,293.70 Street Lighting Enterprise (FC 48)6,044,119 6,044,119.00 Water Fund (FC 51)177,953,787 177,953,787.00 Sewer Fund (FC 52)301,832,622 301,832,622.00 Storm Water Fund (FC 53)22,947,474 22,947,474.00 Airport Fund (FC 54,55,56)520,438,997 520,438,997.00 Refuse Fund (FC 57)28,263,792 28,263,792.00 Golf Fund (FC 59)17,938,984 17,938,984.00 E-911 Fund (FC 60)3,800,385 3,800,385.00 Fleet Fund (FC 61)32,498,750 14,461,793.00 46,960,543.00 IMS Fund (FC 65)38,702,171 9,000.00 6,000.00 38,717,171.00 County Quarter Cent Sales Tax for Transportation (FC 69)9,700,000 9,700,000.00 CDBG Operating Fund (FC 71)5,597,763 5,597,763.00 Miscellaneous Grants (FC 72)8,919,917 16,121,409.00 25,041,326.00 Other Special Revenue (FC 73)400,000 65,472.00 465,472.00 Donation Fund (FC 77)500,000 500,000.00 Housing Loans & Trust (FC 78)10,212,043 10,212,043.00 Debt Service Fund (FC 81)34,894,979 34,894,979.00 CIP Fund (FC 83, 84 & 86)29,708,286 218,000.00 25,485,893.25 55,412,179.25 Governmental Immunity (FC 85)3,370,012 3,370,012.00 Risk Fund (FC 87)63,574,655 63,574,655.00 - Total of Budget Amendment Items 1,768,914,009 14,892,993.00 42,576,117.95 - - - 1,826,383,119.95 Budget Manager Analyst, City Council Contingent Appropriation 4 Salt Lake City FY 2023-24 Budget Amendment #2 Initiative Number/Name Fund Amount 1 Section A: New Items A-1: Homeless General Fund Reallocation Cost Share for State Homeless Mitigation Grant GF ($44,620.00) GF $44,620.00 Department: CAN-Housing Stability Prepared By: Tony Milner For questions, please include Tony Milner, Blake Thomas and Tammy Hunsaker This Budget Amendment is requesting a shift in funding to allow the Housing Stability Division to recruit a Community Development Grant Specialist FTE for the Homelessness Engagement and Response Team (HEART). The City sought to fully cover the cost of this FTE with the State's FY24 Cities Mitigation Grant; however, since the position will fulfill administrative duties, the State is only allowing a partial billing for this position based on the hours the position works o n the Cities Mitigation Grant itself. In order to provide holistic, active contract management for all recipients of City homeless services funds, City General Funds are being sought to supplement the full cost of the position by moving award money from an existing City General Fund grant recipient and backfilling that cost with Cities Mitigation Grant dollars. This request is budget neutral to the City. The Downtown Alliance Street Ambassador program is set to receive both Cities Mitigation Grant and City General Fund awards in FY24. This request seeks to move $44,620 from the Downtown Alliance's FY24 Homeless Services General Fund award to Housing Stability staffing. An increase of $44,620 would be added to the amount of funding the Street Ambassador program will receive from the Cities Mitigation Grant, which is an allowable expense under the grant. The amount of funding the Street Ambassador program will receive will remain at its total of $1,384,101; this request will only change the funding source a portion of the award comes from. General Fund award to Housing Stability staffing. An increase of $44,620.00 has been added to the amount of funding the Street Ambassador program will receive from Cities Mitigation, which is an allowable expense under the Mitigation grant. The amount of funding the Street Ambassador program will receive will remain at its total of $1,384,101.00, this request will only change the funding source a portion of the award come from. This position would be a Grade 26 Community Development Grant Specialist. The annual cost for this position is $107,088. This Budget Amendment contemplates covering the cost of 50% of the position's effort for 10 months or $89,240. In summary, $44,620 for the position is requested to be moved from the Downtown Alliance's FY24 Street Ambassador award to Housing Stability, and the remaining $44,620 will be funded by the City's FY24 Cities Mitigation Grant from the State Office of Homeless Services is requested to be moved from the Downtown Alliance's F Y24 Street Ambassador award to Housing Stability and the remaining $44,620.00 will be funded by SLC's FY24 Cities Mitigation award from the State Office of Homeless Services. A-2: Treasury ERAP 2 Additional Allocations Misc Grants $2,339,009.00 Department: CAN-Housing Stability Prepared By: Tony Milner For questions, please include Tony Milner, Blake Thomas and Tammy Hunsaker This budget amendment is to recognize the City's additional allocation of the American Rescue Plan Act, Treasury Emergency Rent Assistance Program 2 (ERAP 2) funds, in the amount of $2,339,009, for the purpose of assisting in the stabilization and recovery of COVID-affected, low-income residential renters in Salt Lake City. This budget amendment is separate from previous Council-approved City ERAP allocations: ERAP 1 Initial Award ($6,067,033), ERAP 1 Additional Allocation ($3,000,000), ERAP 1 Additional Allocation ($5,000,000), ERAP 2 Initial Award ($4,800,559.40), and ERAP 2 Additional Allocation ($2,000,000). Past ERAP 1 & 2 funds were disbursed in partnership with the State Department of Workforce Services through the unified Utah Rent Relief portal. The Utah Rent Relief portal closed in March 2023 after ERAP funds at the State level were exhausted and will not open to new applicants. At the time Council last reviewed remaining ERAP 2 funds in March 2023, Council partially approved $2,000,000 for rental assistance through the Utah Rent Relief portal and requested additional information regarding eligible uses for the Salt Lake City FY 2023-24 Budget Amendment #2 Initiative Number/Name Fund Amount 2 remaining funds and directed the administration to explore the potential for using these funds for direct client rental assistance. Treasury defines direct client rental assistance as: deposits, rent, utilities, rent arrears, utility arrears, and oth er housing related costs (e.g. applications fees). The administration is seeking direction from Council regarding the preferred process for disbursing these funds to a sole source provider or through public competitive process that would receive applicati ons from multiple providers. Note: All ERAP 2 funds must be obligated by September 30, 2025. A-3: Liberty Park Basketball Court Utah Jazz Donation CIP $100,000.00 Department: Public Lands-Trails & Natural Lands Prepared By: Makaylah Maponga For questions, please include Makaylah Maponga, Kristin Riker and Gregg Evans Public Lands is requesting a budget amendment to allocate a $100,000 donation from the Utah Jazz to the Liberty Park Basketball Court project PRJ-230295. This project had significant funding constraints due to the failed condition of the court. With this donation, Public Lands will be able to fully execute the project which will completely reconstruct the court as well as install additional amenities to promote the court as a community gathering space. The Liberty Basketball Court project was funded as a Constituent CIP project cost center 83 -22405 in FY2021-22 for resurfacing. After initial evaluation of the court, it was determined that the cracks were too significant, and the court needed complete reconstruction. Public Lands initially reached out to the Utah Jazz to partner on this project in the fall o f 2022. The Jazz followed up in Spring 2023 with interest in donating funds to the reconstruction in honor of their 50th anniversary season. With this donation, Public Lands is able to cover the funding deficit and expand the scope to include the addition of fencing and new seating areas. This is in line with the constituent's vision for the court as a host location for an annual community tournament. This project is projected to be completed in Fall 2023. This project is projected to be completed in Fall 2023. Public Lands will be recognizing the donation by including the Jazz Logo on the final court. Public Lands has done due diligence and finds no reason to reject this donation proposal and specifically allocate the funding to the Liberty Park Basketball Court project. A-4: Scope Change for Miller Park Trail Access Improvements & Historic Structures Preservation CIP $0.00 Department: Public Lands-Trails & Natural Lands Prepared By: Kat Maus For questions, please include Kristin Riker, Kat Maus and Gregg Evans The Public Lands Department is requesting a scope change for the remaining $365,012.40 in the CIP cost center 83-18048 (PRJ-230184) (CC30004) to amend the project implementation list to accomplish proposed goals. This proposal to revise the Miller Park capital project and associated funds do not close any informal or "social" trails that may exist. In FY 2017 - 18, a constituent submitted an application for funding to address the following goals at Miller Park: preserve the historic structures, such as the WPA masonry walls, foot bridge, and stairways constructed during the Great Depression; and improve accessibility of the trail system that navigates the park. To achieve these goals, the constituent proposed three projects: restore a trail alignment (creekside) that was rerouted in 2014, install a bridge over Red Butte Creek, and stabili ze the WPA walls. Public Lands hired a consultant who obtained geotechnical and structural engineers, who determine d that the recommended projects in the original proposal would not fulfill the goals stated, and instead recommended projects that would fulfill the stated goals. Public Lands is requesting a scope change for the remaining funds to remove the original three projects proposed from the scope of work, and add the new projects recommended by the engineers. Public Lands engaged extensively with community organizations and subject -matter experts to confirm the projects recommended in the new scope, and confirm that the originally-proposed projects would not in fact fulfill the stated goals, including Yalecrest Neighborhood Council, Salt Lake City Public Utilities, the City's Risk Management Attorney, a national trail - building firm, American Trails, the State's Historic Preservation Officer, and the Mayor's Office ADA Coordinator and Disability and Accessibility Commission. In addition, Public Lands conducted several periods of public engagement in Salt Lake City FY 2023-24 Budget Amendment #2 Initiative Number/Name Fund Amount 3 2021 and 2023 to determine the community's priorities for the new proposed projects. Please see the attached report for the full synopsis and overview of the engagement and project recommendations. While the budget is not expected to be able to complete all twelve projects, Public Lands is proposing starting from the highest-priority recommended project, and working through the list (top-down) until the funding has been spent. The full description of the prioritized list of recommended projects and justification for selection is included in the engagement report. Anticipated projects, beginning with the highest priority, to be completed include: 1. Repairing the historic crib walls to increase wall and trail stability 2. Stabilize exposed wall foundation with soil nails and cover foundation where feasible, and to prevent erosion with adjacent properties 3. Reinforce walls with buttresses on the east side of the creek, and replace crib wall on creek side to reduce concentrated drainage 4. Improve running and cross slopes for accessibility located near the entrance on 900 South and on the east side of the creek, and other accessibility improvements as there are efficiencies with other projects 5. Improve cross slope near Bonneview Drive Entrance, and explore adding stairs and a handrail. 6. Reconstruct existing stairs to improve safety 7. Add curb cut and ramp from Bonneview Drive Completing these projects would make nearly 75% of the park accessible to wheelchair access, far exceeding the ADA requirements for natural areas, and would protect a majority of the historic wall s for years into the future. Some projects may be completed out of order if there are efficiencies with other projects. A-5: Create a Public Lands Planning & Design Division GF ($543,144.00) GF $543,144.00 Department: Public Lands Prepared By: Kristin Riker For questions, please include Kristin Riker and Gregg Evans This cost-neutral budget amendment request will transfer the landscape architecture design and project management functions from the Engineering Division to the Public Lands Department. This request is three-fold: 1. Create a new Planning & Design Division within the Public Lands Department. 2. Transfer all four (4) full-time landscape architect positions and associated operating budget ($543,144) from the Engineering Division (Public Services Department) to this new division within the Public Lands Department. The FTEs include: one Senior Landscape Architect (Grade 34), two Landscape Architect IIIs (Grade 30), and one Landscape Architect II (Grade 27). 3. Reclassify the Public Lands Department's Planning Manager position (Grade 33) as the Planning & Design Division Director (Grade 34; merit, non-appointed). This position's appointment will be requested with the general budget request in the following fiscal year (FY 24/25). Past and Current Realities: - In the past, the City's Public Lands Department and Engineering Division (Public Services Department) managed $1M to $2M in parks, trails, and open space projects each year. They are now fortunate to be tasked with delivering nearly $200M in new projects from various funding sources (i.e., Sales Tax Revenue Bond, GO Bond, CIP, and ot hers) over the next 10 years. - Currently, each of the City's 100+ parks, trails, and open space projects essentially has two project managers. Their responsibilities overlap significantly. This requested change and new process would help rectify that. Solutions: - Our departments propose that the currently separate teams become one Planning & Design Division within the Public Lands Department. Salt Lake City FY 2023-24 Budget Amendment #2 Initiative Number/Name Fund Amount 4 - The Public Lands Department would be responsible for all planning, prioritization, funding, public and st akeholder engagement, design, consultant management, overall project management, and, ultimately, on-going maintenance of every project. - The Engineering Division of the Public Services Department would be responsible for the construction and contractor management, and many of the most technical details of each project. Even this work will still be overseen by each project's manager. - These staffing changes will be combined with a new project delivery process (drafted by staff and leadership from bot h departments) as well as even stronger, more effective coordination for each public lands project between the new Public Lands Planning & Design Division and the Engineering Division. A-6: Sorenson Janitorial and County Contract - Senior Community Programs Manager GF ($113,798.00) GF $110,798.00 GF $3,000.00 IMS $3,000.00 Department: CAN Prepared By: Tammy Hunsaker / Kim Thomas For questions, please include Tammy Hunsaker, Blake Thomas, Kim Thomas and Brent Beck In March of 2018, the City and County entered into an interlocal agreement (ILA) that defines the responsibilities of the respective entities for programming, operation, and maintenance of the Sorenson Unity Center. The facility is owned by the City, and the City leads educational and community-based programming while the County leads recreational programming. The City is responsible for utilities, security, and maintenance of the facility and t he County is responsible for custodial services. Currently, all parties agree that it would be more efficient if the ILA is amended so that responsibi lity for certain programming and custodial services be transferred from the County to the City. As such, t his is a revenue neutral budget request that will rescope the Sorenson budget and facilitate an amendment to the ILA to modify terms relating to child care programming and custodial responsibilities. If the budget rescope is approved, County and City staff will finalize a draft amendment to the ILA and will coordinate an adoption process pursuant to state and city code. Sorenson Janitorial and County Contract current budget $1,014,800, reduced by the FTE $901,002 – Note: this budget will be used to pay both the County contract and for custodial services procured by Public Services. The split between the two is currently unknown right now, but the total will not exceed this budget amount. Senior Community Programs Manager FTE, grade E26: $113,798 fully loaded A-7: Economic Development Project Manager Position GF $122,000.00 GF $3,000.00 IMS $3,000.00 Department: Economic Development Prepared By: Lorena Riffo-Jenson, Jolynn Walz For questions, please include Lorena Riffo-Jenson, Jacob Maxwell, Jolynn Walz Since the creation of the Department of Economic Development (DED), the Division of Business Development has seen a significant increase in program administration. This increase comes from the transfer of existing programs (i.e., the Economic Development Loan Fund (EDLF) and Special Assessment Areas (SAAs)) and being charged with the creation of new programs for the business community such as the Construction Mitigation Grant Pro gram and the Outdoor Dining Grant Program. Currently, DED manages the Special Assessment Area (SAA) in the Central Business Improvement District (Downtown SAA) and is administering the creation of a second SAA in Sugarhouse. Phase 1 of the Sugarhouse SA A creation has extended to almost two-years, and completion of the due diligence is expected to finalize in 2024. The second phase of the Sugarhouse SAA will entail extensive administrative work required by state statute that governs the SAA process that Salt Lake City FY 2023-24 Budget Amendment #2 Initiative Number/Name Fund Amount 5 includes: the intent to designate resolution, a public hearing, the Board of Equalization Appointment, a second public hearing, publishing a Request for Proposal (RFP) to appoint SAA contractor, contract award facilitation and ongoing contract management. In 2023, DED received a request from property owners in the Granary District to begin the due diligence investigatory process to establish a third SAA. Salt Lake City Council has allocated funding for the consultant to conduct the due diligence work for the Granary SAA. DED is charged with this initial phase that requires management of the consultant (that provides the valuation numbers and tax scenarios) and due diligence reporting to the City Council. In addition to the creation of two more SAAs, Sugarhouse and the Granary District, DED every three years is required to manage the renewal of the Central Business Improvement District SAA (Downtown). The steps in renewal process are similar to the process listed above to create an SAA (the intent to designate resolution, a public hearing, the Board of Equalization Appointment, a second public hearing, publishing a Request for Proposal (RFP) to appoint SAA contractor, contract award facilitation and ongoing contract management). Should additional areas be approved for assessment, and the renewal of the contract for each SAA is every 3 to 5 years which is required by state statute; the demands of managing the SAAs will require significant administration and full-time support. In addition to the management of the Special Assessment Areas in the City, this position would support Salt Lake City’s commercial corridors that host formal and informal business communities. The manager would work with the business communities and corridors on outreach and engagement to create new districts while also providing ongoing support to existing districts. Examples of these include the Midtown District, Granary District Alliance, River District Business Alliance, and North Temple Community Improvement Group. To s upport these efforts, DED will partner with the RDA to provide a community grants program that would make funds available to support emerging business districts and thus increase their chance of success and long-term viability. This work would translate to more vibrant, active, and thriving business districts/commercial corridors in Salt Lake City. The impact of this position to further bolster Salt Lake City’s business and commercial corridors would benefit the City’s residents and visitors while also contributing to the tax base. The Special Assessment Area is an important economic development tool that can transform a neighborhood by bolstering business development, improving a commercial area’s quality of life, and has proven to increase the commercial property values. As the City continues to grow, there will be further opportunities and interest for various types of business district support. This will ultimately lead to more dynamic neighborhoods and destinations for residents and visitors to enjoy. A-8: SAA Funds to the Downtown Alliance Spec Assessment $664,293.70 Department: Finance Prepared By: Mary Beth Thompson For questions, please include Mary Beth Thompson Remaining cash balances in previous SAAs which are now being remitted back to the Downtown Alliance. A-9: Know Your Neighbor Program Expeses GF $6,500.00 Department: Mayor’s Office Prepared By: Sandee Moore / Tracy Patillo For questions, please include Sandee Moore and Tracy Patillo The Administration is requesting this budget amendment to recognize all expenses associated with the Know Your Neighbor Program. During the FY24 Budget Development and Budget Presentations, the Know Your Neighbor Program was presented to the City Council with the total required expenses. Ho wever, the expenses were inadvertently not recognized on the FY24 presented Key Changes. A-10: Love Your Block Program Expenses GF $55,750.00 Department: Mayor’s Office Prepared By: Sandee Moore / Tracy Patillo For questions, please include Sandee Moore and Tracy Patillo Salt Lake City FY 2023-24 Budget Amendment #2 Initiative Number/Name Fund Amount 6 The Administration is requesting this budget amendment to recognize all expenses associated with the Love Your Block Program. During the FY24 Budget Development and Budget Presentations, the Love Your Block Program was presented to the City Council with the total required expenses. However, the expenses were inadvertently not recognized on the FY24 presented Key Changes. A-11: Proposed Ordinance Amending the FY 2023- 2024 Annual Compensation Plan for Non- Represented Employees NA No Budgetary Impact Department: Human Resources Prepared By: David Salazar / Jonathan Pappasideris For question, please include David Salazar and Jonathan Pappasideris The ordinance is attached to the transmittal. Further details on the reasons for the change are listed below. - Revising Subsection IV(H) (“Snowfighter Pay”) of Section III (“Work Hours, Overtime & Other Pay Allowances”) – Changes include insertion of the same pay amounts adopted for AFSCME-covered employees eligible to receive Snowfighter Pay. (NOTE: In the original redlined copy of the Plan transmitted to City Council, comments alerted city council the specific amounts included in these subsections would be matched and added after the new rates negotiated and adopted in th e new AFSCME MOU were known.) - Revising Subsection VI(A) (“Other Pay Allowances; Meal Allowance”) of Section III (“Work Hours, Overtime & Other Pay Allowances”) - Changes include insertion of the same pay amounts adopted for AFSCME-covered employees eligible to receive Meal Allowance. (NOTE: In the original redlined copy of the Plan transmitted to City Council, comments alerted city council the specific amounts included in these subsections would be matched and added after the new rates negotiated and adopted in the new AFSCME MOU were known.) - Revising Appendix A (“Salt Lake City Corporation General Employee Pay Plan (GEPP)”) - New rates indicated correct rounding errors discovered in calculation of range minimums, midpoints, and maximums f or salaried employees. Corrected rates match pay range information loaded for salaried employees in Workday without fiscal impact. - Revising Appendix B (“Appointed Employees by Department”) - Corrects pay levels shown for certain job titles to match those included in the Plan originally transmitted to City Council. The latest copy of the Appointed Pay Plan transmitted to city council intended only to show addition of the new Safety & Security Director for Public Services, but inadvertently included incorrect pay level changes for Justice Court Judges and Justice Court Administrator. - Revising Appendix D (“Utah State Retirement Contributions FY 2022 -2023”) – Specific edits include adjustments to employer contributions required for employees covered under the Tier 1 – Firefighter Retirement System. Notice of these changes was not received from URS until after this Plan was originally transmitted to City Council. These changes will impact the Department of Public Services’ Snowfighter and the new Safety & Security Director’s pay specifically and will also make changes to the Justice Court Judges salaries as well. The remainder of the changes will have impacts generally throughout the City. Section B: Grants for Existing Staff Resources Section C: Grants for New Staff Resources Salt Lake City FY 2023-24 Budget Amendment #2 Initiative Number/Name Fund Amount 7 Section D: Housekeeping D-1: Emergency Demolition Fund Reset Special Rev $65,472.00 Department: Fire Prepared By: Clint Rasmussen For questions, please include Clint Rasmussen This request is to reset the 'Emergency Demolition Fund' back to its orig inal budget of $200,000 The fund has been working as intended and paid for the demolition of homes affected by fire on Major Street. The property owner has reimbursed the city for the cost of demolition. D-2: 300 N Pedestrian Bridge - Funding Pass- through CIP $500,000.00 Department: Public Services-Engineering Prepared By: JP Goates / Josh Willie For question, please include JP Goates, Josh Willie Jorge Chamorro Engineering is ready to bill Union Pacific for their agreed upon contribution of $500,000 towards the 300 N pedestrian bridge project. Under the terms of the agreement, this contribution will be paid to the City. Since this contribution was accounted for as a funding source for the project, this budget amendment records the incoming revenue from the Union Pacific's contribution and records the expense as the funds will be used as payment to the contractor. D-3: Withdrawn Prior to Transmittal D-4: RDA Housing Funds Transfer to Miscellaneous Grants Misc Grants $6,400,000.00 Department: Finance Prepared By: Mary Beth Thompson For questions, please include Mary Beth Thompson Funding was transferred to the RDA but is now being returned to Misc Grants to better track according to federal guidelines. D-5: General Obligation Series 2023 Bonds CIP $24,885,893.25 Department: Finance-Treasurer Prepared By: Gaby Ewell / Marina Scott For questions, please include Gaby Ewell, Marina Scott and Samantha Kenney In November 2022, voters authorized the issuance of up to $85 million in general obligation bonds to fund eight Parks, Trails and Open Space projects. The General Obligation Bonds, Series 2023 were sold in August 2023 as the first issuance of the authorization. This amendment creates the revenue budget for the receipt of bond proceeds and the expenditure budget to pay for renovation of the park projects associated with the bonds. There will be eleven project funds in Cost Center 10508 to which bond proceeds will be allocated. • One allocation will be $9,000,0000 for the Glendale Regional Park (1200 West 1700 South) project. • The second allocation will be $2,000,000 for Liberty Park Playground (600 East 900 South) project. • The third allocation will be $850,000 for Allen Park (1900 South). • The fourth allocation will be $5,000,000 for Folsom Trail Conpletion & Landscaping projects. • The fifth will be $600,000 for the Fleet Block Park project. • The sixth allocation will be $500,000 for the Fairmont Park (1040 East Sugarmont Drive ) project. • The seventh allocation will be $1,050,000 for Reimagine Neighborhood Parks, Trail, or Open Spaces (various locations) projects. • The eighth allocation will be $600,000 for the Jordan River Corridor (various locations) project. • There will be a unique Fund for the bond's Contingencies/Program Management that will be allocated $3,332,000. Salt Lake City FY 2023-24 Budget Amendment #2 Initiative Number/Name Fund Amount 8 • There will also be a unique Fund for Art Allowance that will be allocated $294,000. • There will be a unique Fund for the bond's Salaries, Benefits and Operational costs for 3 FTE's for 3 years. This allocation will receive $1,434,000 that is slated to be reimbursed to the general fund. These reimbursements will be according to tracking of permitted expenses. • Finally, there will an allocation for the bond's cost of issuance. This allocation will receive $225,893.25. D-6: Budget to Non-Departmental Transfer for Transfer to IMS and Fleet GF $45,800.00 Department: Finance Prepared By: Randy Hillier For question, please include Mary Beth Thompson and Randy Hillier In budget amendment #1 funds were redirected from the Compliance Mitigation Team funding to be transferred to IMS and Fleet for various Fleet and IMS related costs. The funds were moved from Compliance but were not moved to Non- Departmental to be transferred to IMS and Fleet. This amendment adds that budget to Non-Departmental for the transfer to happen appropriately. Section E: Grants Requiring No Staff Resources E-1: TANF Capacity Building Grant-Financial Capability Misc Grants $1,229,681.00 Department: Finance Prepared By: Amy Dorsey For question, please include Amy Dorsey The Temporary Assistance for Needy Families (TANF) program is designed to help low-income families achieve self- sufficiency. States receive block grants to design and operate programs that accomplish one of the purposes of the TANF program. The award period for this award is from July 1,2023 to June 30,2026. The Administration is requesting that the Council conduct a straw poll due to impending reimbursement deadlines. E-2: TANF Capacity Building Grant-Youth Development Misc Grants $1,391,672.00 Department: Finance Prepared By: Amy Dorsey For question, please include Amy Dorsey The Temporary Assistance for Needy Families (TANF) program is designed to help low-income families achieve self- sufficiency. States receive block grants to design and operate programs that accomplish one of the purposes of the TANF program. The award period for this award is from July 1,2023 to June 30,2026. The Administration is requesting that the Council conduct a straw poll due to impending reimbursement deadlines. E-3: State Homeless Shelter Cities Mitigation FY 24 Misc Grants $3,107,201.00 Department: CAN-Housing Stability Prepared By: Amy Dorsey / Michelle Hoon For question, please include Amy Dorsey and Michelle Hoon This budget amendment is to recognize the City's funding availability grant award in the amount of $3,107,201 for the purpose of deferring costs associated with having an eligible homeless shelter within the City. This is a formula grant the City was not required to apply, but was awarded by the State. This grant requires no match and would require thr ee new positions in the Police Department. One new position would be funded in CAN. This potition would be half funded by the grant , and half funded by the general fund. The FTE for this position is associated with item A-1 of the amendment that contains the general fund half of the funding. Finally, the grant will fund one new position in the Justice Court. Salt Lake City FY 2023-24 Budget Amendment #2 Initiative Number/Name Fund Amount 9 Section F: Donations Section G: Consent Agenda Consent Agenda G-1: Greater Salt Lake Area Clean Energy and Air Roadmap Misc Grants $1,000,000.00 Department: Sustainability Prepared By: Amy Dorsey This budget amendment is to recognize the City's funding availability grant award in the amount of $1,000,000 for the purpose of developing a comprehensive, economy-wide climate mitigation plan or update an existing plan in collaboration with air pollution control districts, large and small municipalities statewide and tribal governments that will support actions to reduce greenhouse gases and harmful air pollutants and to conduct meaningful engagement with low income and disadvantaged communities. The US Environmental Protection Agency (EPA) agrees to pay for 100% of all approved budget period costs incurred up to the $1,000,000 award. 1 New FTE: Four years of salary and fringe benefits for one FTE. The position would be responsible for facilitating the sustained involvement of jurisdiction partners, managing consultants, assisting with community engagement, coordinatin g stakeholder and public engagement activities and presentations, and tracking task completion and milestone achievement. Public Hearing was held on July 11,2023 G-2: Utah Department of Natural Resources/Forestry Fire and State Lands Misc Grants $50,000.00 Department: Public Lands Prepared By: Amy Dorsey The Division of Forestry, Fire and State Lands of the Utah Department of Natural Resources is giving Public Lands a $50,000 grant for the purpose of removing navigational hazards, including downed trees, garbage, and other debris, from the Jordan River from 2100 South to 2400 North. No match is required. G-3: Utah Department of Natural Resources/Forestry Fire and State Lands Misc Grants $150,000.00 Department: Public Lands Prepared By: Amy Dorsey The Division of Forestry, Fire and State Lands of the Utah Department of Natural Resources is giving Public Lands a $150,000 grant for the purpose of removing navigational hazards, including downed trees, garbage, and other debris, from the Jordan River from 2100 South to 2400 North. No match is required. G-4: State of Utah Division of Outdoor Recreation Misc Grants $150,000.00 Department: Public Lands Prepared By: Amy Dorsey The Division of Outdoor Recreation is giving Public Lands a $150,000 grant for the purpose of removing navigational hazards, including downed trees, garbage, and other debris, from the Jordan River from 2100 South to 2400 North. No match is required. G-5: Backman Community Open Space Misc Grants $200,000.00 Department: Public Lands Prepared By: Amy Dorsey Salt Lake City's (City) Department of Public Lands will improve the open space adjacent to Backman Elementary. The design will likely include intentional landscaping and safety improvements, multiple nature playground amenities, watchable wildlife areas, an outdoor gathering area and permaculture garden and/or similar amenities. This open space area is covered with thick, invasive vegetation and remains virtually unused by the surrounding community. The current conditions create safety concerns for families whose children use the existing trail and bridge to walk to school. An analysis by the University of Utah of census block data shows that this natural area could provide children and their families greater Salt Lake City FY 2023-24 Budget Amendment #2 Initiative Number/Name Fund Amount 10 access to nature than any other single natural open space in the city, making the site an unprecedented public asset for hundreds of local children and families in the City's Rose Park neighborhood and users of the Jordan River Parkway by improving a blighted section of the trail. 50% match is required. Public hearing was held on May 16,2023. G-6: Utah Office for Victims of Crime-VOCA Misc Grants $92,846.00 Department: Police Prepared By: Amy Dorsey Salt Lake City Prosecutor's Office was awarded $92,846 for a two-year grant to pay partial salary for a victim advocate. This grant does not require any new positions as the victim advocate was partially paid for the last two years by a previous VOCA award. Public Hearing was held June 6, 2023. The other portion of the Victim Advocate's salary will be used to satisfy the 25% match. G-7: Utah State Board of Education Misc Grants $11,000.00 Department: CAN – Youth & Family Prepared By: Amy Dorsey This grant will be used to pay for snacks for the Youth & Family locations throughout the City. No FTEs are paid for by the grant. Employee staff time is being used as a match. Section I: Council Added Items Impact Fees - Summary Confidential Impact Fees Confidential SALT LAKE CITY ORDINANCE No. _____ of 2023 (Amending the FY 2023-2024 Annual Compensation Plan for Non-Represented Employees) An ordinance amending the FY 2023-2024 Annual Compensation Plan for Non- Represented Employees. PREAMBLE The City Council, in Salt Lake City Ordinance No. 29B of 2023, approved the FY 2023- 2024 Annual Compensation Plan for Non-Represented Employees of Salt Lake City Corporation. However, the City Council, in order to meet the operational needs of Salt Lake City Corporation, wishes to amend the FY 2023-2024 Annual Compensation Plan for Non- Represented Employees of Salt Lake City Corporation by: i) revising Subsection II (“Employee Compensation for Fiscal Year 2023”) of Section II (“Employee Wages, Salaries & Benefits”) to increase employee base pay and elected official salaries by an additional half-percent; ii) revising Subsection IV(B)(2) (“Wage Differentials & Additional Pay; Standby Pay; Standby for Police Sergeants”) of Section III (“Work Hours, Overtime & Other Pay Allowances”) to reduce the amount of straight time compensation from two hours per twelve- hour period to thirty (30) minutes per twelve-hour period; iii) revising Subsection IV(H) (“Snowfighter Pay”) of Section III (“Work Hours, Overtime & Other Pay Allowances”) to provide a pay differential equal to fifteen percent of an eligible employee’s regular weekly base pay; iv) revising Subsection VI(A) (“Other Pay Allowances; Meal Allowance”) of Section III (“Work Hours, Overtime & Other Pay Allowances”) to increase the meal allowance amount from $10.00 to $15.00; v) removing Subsection I(E) (“Holidays; Holiday Exceptions”) of Section IV (“Holiday, Vacation & Leave Accrual”); 2 vi) revising Subsection III(B) (“Sick and Other Related Leave or Personal Leave; Plan ‘B’”) of Section IV (“Holiday, Vacation & Leave Accrual”) to provide that eligible employees shall receive personal leave hours on November 1 of each calendar year and clarify how such hours may be used and converted; vii) revising Appendix A (“Salt Lake City Corporation General Employee Pay Plan (GEPP)”) to reflect the correct pay rates and rectify rounding error; viii) revising Appendix B (“Appointed Employees by Department”) to reflect changes to certain job titles and grades and to add the new appointed position of “Safety & Security Director” in the Public Services Department; ix) revising Appendix C (“Elected Officials Salary Schedule”) to reflect the correct annual salary amount; x) revising Appendix D (“Utah State Retirement Contributions FY 2022-2023”) to reflect required changes; and xi) making other technical and conforming changes. Be it ordained by the City Council of Salt Lake City, Utah: SECTION 1. PURPOSE. The purpose of this ordinance is to approve the attached amended FY 2023-2024 Annual Compensation Plan for Non-Represented Employees of Salt Lake City Corporation. Three copies of the attached amended FY 2023-2024 Annual Compensation Plan for Non-Represented Employees of Salt Lake City Corporation shall be maintained in the City Recorder’s Office for public inspection. SECTION 2. EMPLOYEE COMPENSATION. Subsection II (“Employee Compensation for Fiscal Year 2023”) of Section II (“Employee Wages, Salaries & Benefits”) is hereby amended to increase employee base pay and elected official salaries by an additional half- percent. SECTION 3. STANDBY PAY FOR POLICE SERGEANTS. Subsection IV(B)(2) (“Wage Differentials & Additional Pay; Standby Pay; Standby for Police Sergeants”) of Section 3 III (“Work Hours, Overtime & Other Pay Allowances”) is hereby amended to reduce the amount of straight time compensation from two hours per twelve-hour period to thirty (30) minutes per twelve-hour period. SECTION 4. SNOWFIGHTER PAY. Subsection IV(H) (“Snowfighter Pay”) of Section III (“Work Hours, Overtime & Other Pay Allowances”) is hereby amended to provide a pay differential equal to fifteen percent of an eligible employee’s regular weekly base pay. SECTION 5. MEAL ALLOWANCE. Subsection VI(A) (“Other Pay Allowances; Meal Allowance”) of Section III (“Work Hours, Overtime & Other Pay Allowances”) is hereby amended to increase the meal allowance amount from $10.00 to $15.00. SECTION 6. HOLIDAY EXCEPTIONS. Subsection I(E) (“Holidays; Holiday Exceptions”) of Section IV (“Holiday, Vacation & Leave Accrual”) is hereby removed. SECTION 7. PLAN “B.” Subsection III(B) (“Sick and Other Related Leave or Personal Leave; Plan ‘B’”) of Section IV (“Holiday, Vacation & Leave Accrual”) is hereby amended to provide that eligible employees shall receive personal leave hours on November 1 of each calendar year and clarify how such hours may be used and converted. SECTION 8. GENERAL EMPLOYEE PAY PLAN. Appendix A (“Salt Lake City Corporation General Employee Pay Plan (GEPP)”) is hereby amended to reflect the correct pay rates and rectify rounding error. SECTION 9. APPOINTED EMPLOYEES BY DEPARTMENT. Appendix B (“Appointed Employees by Department”) is hereby amended to reflect changes to certain job titles and grades and to add the new appointed position of “Safety & Security Director” in the Public Services Department. 4 SECTION 10. ELECTED OFFICIAL SALARY SCHEDULE. Appendix C (“Elected Officials Salary Schedule”) is hereby amended to reflect the correct annual salary amount. SECTION 11. UTAH STATE RETIREMENT CONTRIBUTIONS. Appendix D (“Utah State Retirement Contributions FY 2022-2023”) is hereby amended to reflect required changes. SECTION 12. OTHER REVISIONS. The FY 2023-2024 Annual Compensation Plan for Non-Represented Employees of Salt Lake City Corporation is hereby amended to reflect other technical and conforming changes. SECTION 13. APPLICATION. The attached amended FY 2023-2024 Annual Compensation Plan for Non-Represented Employees of Salt Lake City Corporation shall not apply to non-represented employees of Salt Lake City Corporation whose employment terminated prior to the effective date of this ordinance. SECTION 14. EFFECTIVE DATE. This ordinance shall become effective upon adoption. Passed by the City Council of Salt Lake City, Utah, this _____ day of _______________, 2023. ______________________________ CHAIRPERSON ATTEST: CITY RECORDER Transmitted to the Mayor on __________________________. Mayor’s Action: _____Approved. _____Vetoed. ______________________________ MAYOR 5 ATTEST: ______________________________ CITY RECORDER (SEAL) Bill No. _____ of 2023. Published: ____________________. Salt Lake City Attorney’s Office Approved as to Form Date: _______________ By: ____________________ Jonathan Pappasideris Division Chief Senior City Attorney August 29, 2023 Jonathan Pappasideris ANNUAL COMPENSATON PLAN FOR NON-REPRESENTED EMPLOYEES FY2023-2024 i FY 2024 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 ............................................................................................................................... 2 C. Other Compensation ......................................................................................................................... 3 SUBSECTION II - EMPLOYEE COMPENSATION FOR FISCAL YEAR 2023 ..................................... 3 SUBSECTION III - EMPLOYEE INSURANCE ........................................................................................ 3 SUBSECTION IV - WORKERS’ COMPENSATION ................................................................................ 3 SUBSECTION V - SOCIAL SECURITY EXCEPTION FOR POLICE & FIRE ....................................... 4 SUBSECTION VI - RETIREMENT ............................................................................................................ 4 SECTION III: WORK HOURS, OVERTIME & OTHER PAY ALLOWANCES ................................. 4 SUBSECTION I – WORK HOURS ............................................................................................................. 4 SUBSECTION II- OVERTIME COMPENSATION ................................................................................... 4 SUBSECTION III - LONGEVITY PAY ..................................................................................................... 5 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 .................................................................................................. 14 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 .................................................................................................. 26 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 – GENERAL EMPLOYEE PAY PLAN (GEPP) ............................................................. 29 APPENDIX B – APPOINTED EMPLOYEES BY DEPARTMENT ....................................................... 31 APPENDIX C – ELECTED OFFICIALS SALARY SCHEDULE .......................................................... 34 APPENDIX D- UTAH STATE RETIREMENT CONTRIBUTIONS FY 2021-2022 ............................. 35 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 2024 COMPENSATION PLAN FOR NON-REPRESENTED EMPLOYEES of SALT LAKE CITY CORPORATION EFFECTIVE DATE The provisions of this plan shall be effective commencing June 25, 2023, 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 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; 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. 3 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 2024 For employees covered under this plan, the city will increase each employee’s base pay by five percent. Salaries for elected officials will, also, be increased by five percent. 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, 2023, 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, 2023. 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. 4 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 2023-2024 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. 5 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. 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, 6 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: 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. 7 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 30 minutes 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. 8 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. 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. 9 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 15% of an eligible employee’s regular weekly base pay 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. 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 $15.00 when an employee works two or more hours consecutive to their normally scheduled shift. Employees may also be eligible to receive $15.00 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. 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. 10 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 with 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: 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 11 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. 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 12 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 between the date of rehire and the expiration of the period of time for which the severance benefit was provided. 13 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. Veteran's Day, November 11. 10. Thanksgiving Day, the fourth Thursday in November. 11. The Friday after Thanksgiving Day 12. Christmas Day, December 25. 13. One personal holiday per calendar year, taken upon request of an employee and as approved by a supervisor. 14 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. Police Sergeant, Lieutenant, & Captain Holiday Hours Worked: When a day designated as a holiday falls on a scheduled workday, 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. F. 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. 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 15 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. 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 16 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. I. Any vacation accrued beyond the allowable maximums, including any Plan A sick leave hours converted to vacation, 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. 17 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. 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 18 240 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 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 19 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. 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. 20 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. 5. An employee’s sick leave shall be reduced by the number of hours 21 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. . 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. Each eligible employee will receive personal leave on November 1st of each calendar year. P e r s o n a l l e a v e h o u r s a r e i n e l i g i b l e t o b e u s e d t o e x c e e d t h e t o t a l n u m b e r o f w o r k h o u r s f o r w h i c h a n e m p l o y e e i s r e g u l a r l y c o m p e n s a t e d d u r i n g a w o r k w e e k o r a p a y p e r i o d. 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. Accrued personal leave hours may be used on the same day the hours are received. 2. Each full-time employee under Plan “B” is awarded personal leave hours based on the following schedule: 22 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 15th 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 as of October 31st 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. 24 c. Full-Time employees who were hired before November 16, 1997 and 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 all 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 25 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. 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. 26 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, 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. 27 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 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 28 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 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 25. 2023 GRADE MINIMUM CITY MARKET MAXIMUM SEAX/HRLY $12.46 $70.00 10 $13.23 $17.28 $21.33 11 $13.87 $18.15 $22.42 12 $14.57 $19.21 $23.85 13 $15.31 $20.02 $24.72 14 $16.07 $20.94 $25.81 15 $16.86 $22.16 $27.45 16 $17.70 $23.45 $29.20 17 $18.60 $24.41 $30.21 18 $19.53 $25.94 $32.34 19 $20.50 $27.08 $33.66 20 $21.54 $28.24 $34.93 21 $21.72 $29.63 $37.54 22 $22.84 $31.15 $39.45 23 $23.97 $32.71 $41.44 24 $25.17 $34.33 $43.48 25 $26.42 $36.03 $45.64 26 $27.75 $37.85 $47.94 27 $29.12 $39.75 $50.38 28 $30.57 $41.76 $52.94 29 $32.12 $43.85 $55.58 30 $33.72 $46.04 $58.36 31 $35.41 $48.35 $61.29 32 $37.17 $50.75 $64.33 33 $39.04 $53.31 $67.57 34 $40.99 $55.97 $70.95 35 $43.03 $58.77 $74.50 36 $45.18 $61.71 $78.23 37 $47.45 $64.79 $82.12 38 $49.82 $68.03 $86.23 39 $52.32 $109.88 40 $54.93 $115.35 41 $57.68 $187.12 30 GRADE MINIMUM CITY MARKET MAXIMUM SEAX/HRLY $25,924.08 $83,494.32 10 $27,518.40 $35,948.64 $44,357.04 11 $28,850.64 $37,739.52 $46,628.40 12 $30,313.92 $39,945.36 $49,598.64 13 $31,842.72 $41,627.04 $51,411.36 14 $33,415.20 $43,548.96 $53,682.72 15 $35,075.04 $46,082.40 $57,089.76 16 $36,822.24 $48,768.72 $60,737.04 17 $38,678.64 $50,756.16 $62,833.68 18 $40,622.40 $53,944.80 $67,267.20 19 $42,631.68 $56,325.36 $70,019.04 20 $44,793.84 $58,727.76 $72,661.68 21 $45,186.96 $61,632.48 $78,078.00 22 $47,502.00 $64,777.44 $82,052.88 23 $49,860.72 $68,031.60 $86,202.48 24 $52,350.48 $71,394.96 $90,439.44 25 $54,949.44 $74,954.88 $94,938.48 26 $57,723.12 $78,711.36 $99,721.44 27 $60,562.32 $82,686.24 $104,788.32 28 $63,576.24 $86,857.68 $110,117.28 29 $66,808.56 $91,203.84 $115,599.12 30 $70,128.24 $95,768.40 $121,386.72 31 $73,644.48 $100,573.20 $127,480.08 32 $77,313.60 $105,574.56 $133,813.68 33 $81,201.12 $110,881.68 $140,540.40 34 $85,263.36 $116,429.04 $147,572.88 35 $89,500.32 $122,216.64 $154,954.80 36 $93,977.52 $128,353.68 $162,708.00 37 $98,694.96 $134,752.80 $170,810.64 38 $103,630.80 $141,479.52 $179,350.08 39 $108,828.72 $228,555.60 40 $114,245.04 $239,934.24 41 $119,967.12 $389,210.64 Annual Rates 31 APPENDIX B – APPOINTED EMPLOYEES BY DEPARTMENT Effective June 25, 2023 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 DESIGN & CONSTRUCTION MANAGEMENT 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 035X 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 COMMUNITY & NEIGHBORHOODS DIRECTOR OF COMMUNITY & NEIGHBORHOODS 041X DEPUTY DIRECTOR - COMMUNITY & NEIGHBORHOODS 037X DEPUTY DIRECTOR - COMMUNITY SERVICES 037X 32 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 033X BUSINESS DEVELOPMENT DIVISION DIRECTOR 033X 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 026X* INFORMATION MGT SERVICES CHIEF INFORMATION OFFICER 041X CHIEF INNOVATIONS OFFICER 039X DEPUTY CHIEF INFORMATION OFFICER 039X JUSTICE COURTS JUSTICE COURT JUDGE 038X JUSTICE COURT ADMINISTRATOR 037X 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 33 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 URBAN FORESTRY DIVISION DIRECTOR 035X PUBLIC SERVICES DIRECTOR OF PUBLIC SERVICES 041X CITY ENGINEER 039X DEPUTY DIRECTOR OF OPERATIONS 038X SAFETY & SECURITY DIRECTOR 037X 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 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. 34 APPENDIX C – ELECTED OFFICIALS SALARY SCHEDULE Annual Salaries Effective June 25, 2023 Mayor $168,067 Council Members $42,017 Except for leave time, benefits for the mayor and city council members are equivalent to those provided to full-time employees. 35 APPENDIX D- UTAH STATE RETIREMENT CONTRIBUTIONS FY 2023-2024 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 23.05% 23.05% 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 6.11% 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% 14.00% 38.28% Firefighters Retirement System 0% 0.08% 14.00% 14.08% 36 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%