049 of 2024 - Compensation Plan for Non-represented Employees FY 2024-25SALT LAKE CITY ORDINANCE
No. _____ of 2024
(Approving the Compensation Plan for all non-represented employees of
Salt Lake City Corporation)
Be it ordained by the City Council of Salt Lake City, Utah:
SECTION 1. PURPOSE. The purpose of this ordinance is to approve the attached
Compensation Plan for all non-represented employees of Salt Lake City Corporation. Three
copies of the attached Compensation Plan shall be maintained in the City Recorder’s Office for
public inspection.
SECTION 2. APPLICATION. The attached Compensation Plan shall not apply to Salt
Lake City Corporation employees whose employment terminated prior to the effective date of
this ordinance.
SECTION 3. EFFECTIVE DATE. This ordinance shall be deemed effective on June 23,
2024.
Passed by the City Council of Salt Lake City, Utah, this 11th day of June, 2024.
______________________________
Victoria Petro, Council Chair
ATTEST:
______________________________
Cindy Lou Trishman, City Recorder
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Victoria Petro (Jun 13, 2024 12:17 MDT)
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Transmitted to the Mayor on _________________________.
Mayor’s Action: _____Approved. _____Vetoed.
______________________________
Erin Mendenhall, Mayor
ATTEST:
______________________________
Cindy Lou Trishman, City Recorder
Bill No. _____ of 2024.
Published: ____________________.
49
Katherine Lewis (Jun 12, 2024 12:23 MDT)
Jun 12, 2024
Jun 13, 2024
rin Men enha'' (Jun 1ц, 2024 1ш:4ч MDT)
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June 1ш, 2024
Y
COMPENSATON PLAN
FOR NON = REPRESENTED
EMPLOYEES
ANNUAL
FY2024-2025
FY2024-2025 COMPENSATION PLAN FOR NON-REPRESENTED EMPLOYEES
of SALT LAKE CITY CORPORATION
Table of Contents
EFFECTIVEDATE......................................................................................................................................1
EMPLOYEES COVERED BY THIS PLAN..............................................................................................1
AUTHORITY OF THE MAYOR................................................................................................................1
APPROPRIATION OF FUNDS..................................................................................................................1
MODIFICATION, SUSPENSION,OR REVOCATION OF PROVISIONS..........................................1
SECTIONI: DEFINITIONS .......................................................................................................................2
SUBSECTION I-DEFINITION OF TERMS.............................................................................................2
SECTION II: EMPLOYEE WAGES, SALARIES & BENEFITS...........................................................2
SUBSECTION I-COMPENSATION PROGRAM& SALARY SCHEDULES.......................................2
A. Determination...................................................................................................................................2
B. Salary Schedules...............................................................................................................................3
C. Other Compensation.........................................................................................................................3
SUBSECTION II-EMPLOYEE COMPENSATION FOR FISCAL YEAR 2023.....................................3
SUBSECTION III-EMPLOYEE INSURANCE........................................................................................4
SUBSECTION IV-WORKERS' COMPENSATION................................................................................4
SUBSECTION V- SOCIAL SECURITY EXCEPTION FOR POLICE&FIRE.......................................4
SUBSECTION VI-RETIREMENT............................................................................................................4
SECTION III: WORK HOURS,OVERTIME&OTHER PAY ALLOWANCES................................5
SUBSECTION I—WORK HOURS.............................................................................................................5
SUBSECTION II-OVERTIME COMPENSATION...................................................................................5
SUBSECTION III-LONGEVITY PAY.....................................................................................................6
SUBSECTION IV-WAGE DIFFERENTIALS &ADDITIONAL PAY...................................................6
SUBSECTION V-EDUCATION AND TRAINING PAY......................................................................10
SUBSECTION VI—OTHER PAY ALLOWANCES................................................................................10
SUBSECTION VII- SEVERANCE BENEFIT.........................................................................................12
SECTION IV: HOLIDAY,VACATION&LEAVE ACCRUAL..........................................................13
SUBSECTION I—HOLIDAYS.................................................................................................................13
SUBSECTION II-VACATION LEAVE..................................................................................................15
SUBSECTION III- SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE.......................17
A. Plan "A"............................................................................................................................................18
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1. Sick Leave..........................................................................................................................................18
2. Hospitalization Leave.........................................................................................................................20
3.Dependent Leave................................................................................................................................21
4. Career Incentive Leave,Plan«A.............................................................................................................21
5. Retirement Benefit,Plan«A...................................................................................................................22
B. Plan«B....................................................................................................................................................22
SUBSECTION IV-PARENTAL LEAVE................................................................................................25
SUBSECTION V-BEREAVEMENT LEAVE.........................................................................................25
SUBSECTION VI-MILITARY LEAVE..................................................................................................27
SUBSECTION VII-JURY LEAVE&COURT APPEARANCES..........................................................27
SUBSECTION VIII-INJURY LEAVE(SWORN POLICE AND FIRE EMPLOYEES ONLY)............28
SUBSECTION IX-ADDITIONAL LEAVES OF ABSENCE.................................................................29
SUBSECTION X-EMERGENCY LEAVE..............................................................................................29
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....................................................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.
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FY2024-2025 COMPENSATION PLAN FOR NON-REPRESENTED EMPLOYEES
of SALT LAKE CITY CORPORATION
EFFECTIVE DATE
The provisions of this plan shall be effective commencing June 23, 2024,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, except for a benefit created or expanded
pursuant to Section IV, Subsection X ("Emergency Leave"), the mayor may not otherwise create
a new benefit or expand an existing benefit for employees covered by this compensation plan if
doing so will result in a direct, measurable cost. A direct, measurable cost includes a
circumstance where the total cost of the new benefit or expansion of an existing benefit exceeds
appropriated funds. Further, city council input and approval is required if the creation of a new
benefit has policy implications or is already addressed in this compensation plan.
APPROPRIATION OF FUNDS
All provisions in this compensation plan are subject to the appropriation of funds by the city
council.
MODIFICATION, SUSPENSION, OR REVOCATION OF PROVISIONS
If a local emergency is declared, any provision in this compensation plan may be temporarily
modified, suspended, or revoked for the duration (or any portion thereof) of the period of local
emergency, if so authorized by the mayor and/or city council.
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SECTION I: DEFINITIONS
SUBSECTION I- DEFINITION OF TERMS
As used in this compensation plan:
1. "Appointed employees,"with the exception of justice court judges who are
covered under this plan, means employees who are "at-will" employees serving at
the pleasure of the mayor(or the city council if they are employees of the Office of
the City Council).
2. "Adult Designee"means any individual with whom an employee has a long-
term, committed relationship of mutual caring and support. The adult designee
must have resided in the same household with the eligible employee for at least the
past 12 consecutive months and must have common financial obligations with the
employee. The adult designee and the employee must be jointly responsible for
each other's welfare.
3. 'Exempt"refers to any employee who is not eligible to receive
compensation for overtime pursuant to the Fair Labor Standards Act of 1938.
4. "FLSA"means the Fair Labor Standards Act of 1938.
5. "Full-time employee"means employees whose positions regularly require more
than 30 hours per week on a full-time schedule.
6. "Non-Exempt"refers to an employee who is entitled to receive overtime
compensation pursuant to the FLSA.
SECTION II: EMPLOYEE WAGES, SALARIES & BENEFITS
SUBSECTION I - COMPENSATION PROGRAM & SALARY SCHEDULES
The city's compensation system and program, in conjunction with this plan, is intended to
attract,motivate and retain qualified personnel necessary to effectively meet public service
demands.
A. Determination
1. The mayor shall develop policies and guidelines for the administration of the
pay plans.
2. To the degree that funds permit,employees shall be paid compensation that:
a.Is commensurate with the skills and abilities required of the position;
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b. Achieves equal pay for equal work; and,
C.Attains comparability and is competitive with the compensation paid
by other public and/or private employers with whom the city compares
and/or competes for personnel recruitment and retention.
3. To the extent possible,market surveys shall be used to assess and evaluate the
city's competitiveness with a cross section of organizations with whom the city
competes for personnel recruitment and retention. This may include one or more of
the following:
a.Compensation surveys,including actual pay and other cash
allowances paid to employees.
b.Benefits surveys,including paid leave, group insurance plans,
retirement,and other employer-provided and voluntary benefits.
C.Regular review of the city's compensation plans and pay structures to
ensure salary ranges and regular pay practices provide for job growth and
encourage employee productivity.
B. Salary Schedules
1. All Employees covered under this plan except for those designated as
Elected Officials") shall be paid base wages or salaries according to the General
Employee Pay Plan attached as Appendix"A." Wages and salaries shall not be less
than the established range minimum or higher than the range maximum, unless
otherwise approved by the mayor or mayor's designee.
2. Appointed Employ: The specific pay level assignments for Appointed
Employees are shown in Appendix `B."
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(or mayor's designee) or city council approval.
SUBSECTION II - EMPLOYEE COMPENSATION FOR FISCAL YEAR 2024-2025
Except for elected officials, the city will adjust the range structures of the General Employee Pay
Plan by three percent and implement a general base pay increase for employees covered under
this plan by five percent.
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Elected officials shall be paid annual compensation according to the schedule attached to this plan
as Appendix "C."
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, 2024,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$1,000 into a qualified health savings account(HSA) or a
Health Reimbursement Account(HRA)for those enrolled for single coverage and
2,000 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, 2024.
B. 501(c)(9) Post-Employment Health Reimbursement Account. The city will
contribute $24.30 per bi-weekly pay period into each employee's Post-Employment
Health Reimbursement Account. For any year in which there are 27 pay periods, no
such contribution will be made in the 27th pay period.
SUBSECTION IV -WORKERS' COMPENSATION
The city will provide workers' compensation coverage to employees as required by applicable
law.
SUBSECTION V - SOCIAL SECURITY EXCEPTION FOR POLICE &FIRE
All sworn employees in the Police and Fire departments covered under this plan are exempt from the
provisions of the federal Social Security System unless determined otherwise by the city or
required by applicable law.
SUBSECTION VI -RETIREMENT
A. Retirement Programs. The city hereby adopts the Utah State Retirement System for
providing retirement benefits to employees covered by the plan. The city may permit or
require the participation of employees in its retirement program(s)under terms and
conditions established by the mayor and consistent with applicable law. Such programs
may include:
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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 2024-2025 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 1/2 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 11/2 hours for
each overtime hour in lieu of overtime compensation.
1. Employees may accrue compensatory time up to a maximum amount as
determined by their department director.
2.The city may elect at any time to pay an employee for any or all accrued
compensatory hours.
3.The city will include 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
Employ. 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
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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. Eli ig'bility. 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 with the
city will receive $100; and,
4. Employees who have completed twenty(20) full years of employment with the
city will receive $125.
B. Pension Base Pay. Longevity pay will be included in base pay for purposes of
pension contributions.
C. Longevity While on an Unpaid Leave of Absence. Employees do not earn or receive
longevity payments while on an unpaid leave of absence. When an employee returns
from an approved unpaid leave of absence, longevity payments will resume.
SUBSECTION IV - WAGE DIFFERENTIALS & ADDITIONAL PAY
Eligible employees receive certain wage differentials as follows:
A. Call Back and Call Out Pay.Non-exempt employees will be paid Call Back or Call
Out pay based upon department director approval and the following guidelines:
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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.
B. On-call Pay: Non-exempt employees are eligible to receive on-call pay based upon
the following guidelines.
1.On-call for Non-Sworn Employ:Non-exempt,non-sworn employees who
have been released from normally scheduled work but have not been released from
on-call 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 on-call 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.
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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 on-call period.
c. Exclusion for Snow Fighters. Any employee assignedas a member of the
Snow Fighter Corps is ineligible to receive on-call pay when called back to
fight snow.
2.On-call 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 on-call
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 carryover 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 Differential,not including Police Sergeants& Lieutenants. Only non-exempt
employees who perform weekday afternoon/swing or evening and weekend shift work
are eligible to receive a shift allowance.
1. The city will include all shift allowance when computing overtime. An
employee who receives Snow Fighter Corps differential pay is 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: The city will pay an hourly shift differential equivalent to 7.5%
of an eligible employee's base hourly rate for hours worked between the hours of
6:00 p.m. and 5:59 a.m. Monday through Friday and for all hours worked between
6:00 p.m. on Friday through 5:59 a.m. on Monday.
4. When working hours in a single shift that exceeds 12 hours, the eligible
employee will receive a premium equivalent to 7.5% of his or her base hourly rate
for each hour worked in excess of 12 hours at the end of the shift. Eligible
employees already receiving shift differential for these excess hours will not receive
this additional premium.
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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. Dam: 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 '/ 2)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 assignment. Exceptions may be approved by the mayor or mayor's
designee.
1. Acting pay shall be excluded when calculating any leave payouts, including
vacation,holiday, and personal leave.
H. Snowfi htgerPay. 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.
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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 documented and within the budget limitations
established by the city council.
C. Automobiles
1. The mayor may authorize, subject to the conditions provided in city policy, an
employee to utilize a city vehicle on a take-home basis and may require an
employee to reimburse the city for a portion of the take-home vehicle cost as
provided in city ordinance.
2.Employees who are authorized to use privately-owned automobiles for
official city business will be reimbursed for the operation expenses at the rate
specified in city policy.
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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. When employees are required to wear uniforms in the
performance of their duties and no uniform is provided,the city will provide a monthly
uniform allowance as follows:
1. Non-sworn Fire Department employees—$65.00
2. 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.
3. 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
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.
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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. Emplo. e ppointed 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 calculated on a pro-rata basis for a total benefit of up to a
maximum of six months.
2.Current department heads, along with the mayor's chief of staff and the
executive director of the city council office, appointed on or after January 1, 2000
shall receive a severance benefit equal to two month's base salary after one full year
of continuous city employment in an appointed status; four months' base salary
after two full years of continuous city employment in an appointed status; or, six
months' base salary after three full years or more of continuous city employment in
an appointed status.
3.Current appointed employees who are not department heads, and who were
gppointed 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
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status, calculated on a pro-rata basis, for a total benefit of up to a maximum of six
weeks.
B. Leave Pam: 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:
I. 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.
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 required 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
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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.
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.
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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 '/2)times the employee's regular base wage rate.
F. Police Sergeant, Lieutenant, & Captain Accrued Holiday Leave Pam: 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
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:
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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
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.
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F. Full-time employees re-hired by the city may request prior service credit for
previous full-time city employment and full-time work with other public jurisdictions
without a break in service. Full-time employees are notified of this option in the job offer
letter. 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.
1. Requests for prior service credit must be submitted to the Human Resources
Department no later than 12 months after the employee's most recent hire date
into a full-time role, otherwise, the request will not be considered.
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.
K. Vacation Allowance: As a recruiting incentive,the mayor(or mayor's designee)or
the city council may authorize 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
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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 establish 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
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
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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 Number of Sick Leave Shifts
Used During Previous Calendar Available for Conversion
Year(Operations Only) 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 Number of Sick Leave Shifts
Used During Previous Calendar Available for Conversion
Year (Support Only) 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
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.
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2. Hospitalization Leave
a.Hospitalization leave is provided for full-time employees under Plan
A," in addition to sick leave authorized hereunder, as insurance 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 report 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.
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.
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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
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
21
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:
e rement montil50% sic eave will be:
st th Contributed to Post-employment Health
January 1 —June 30
Reimbursement Account Plan
July 1
st —
December 31 st 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. Personal leave hours are ineligible to be used to exceed the total
number of work hours for which an employee is regularly compensated during a
work week or a pay period. 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:
Months of
Consecutive Hours of
City Service Personal Leave
Less than 6 40
Less than 24 60
24 or more 80
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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 available 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
used personal leave in excess of the prorated amount,the value of the excess
amount shall be reimbursed to the city and may be deducted from the employee's
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
23
FMLA-qualifying event, an employee must provide their supervisor with
prior notice to allow time for the supervisor to make arrangements necessary
to cover the employee's work.
C.For leave due to unforeseen circumstances,the employee must give
their supervisor as much prior notice as possible.
d. Except as provided for expressly in either city policy or this plan,
personal leave hours are ineligible to be cashed out or used to exceed the
total number of hours for which an employee is regularly compensated
during a work week or a pay period.
7.Career Enhancement Leave, Plan`B": A full-time employee covered under
this Plan `B"is eligible, after 15 years of full-time service with the city, to be
selected to receive up to two weeks of career enhancement leave. This one-time
leave benefit could be used for formal training, informal course of study,job-related
travel, internship,mentoring or other activity that could be of benefit to the city and
the employee's career development. Selected employees will receive their full
regular salary during the leave. Request for this leave must be submitted in writing
to the appropriate department head, stating the purpose of the request and how the
leave is intended to benefit the city. The request must be approved by the
department head and by the Human Resources director(who will review the request
to ensure compliance with these guidelines).
8. Retirement/Layoff(RL)Benefit, Plan"B"
a.Full-Time employees currently covered under Plan "B"who were
hired before November 16, 1997, and who elected to be covered under Plan
B," shall have a retirement/layoff(RL) account equal to sixty percent of
their accumulated unused sick leave hours available on November 16,
1997,minus any hours withdrawn from that account since it was established.
b. Full-Time employees who were hired before November 16, 1997 and
who elected in 1998 to be covered under Plan `B," shall have a
retirement/layoff(RL) account equal to fifty percent of their accumulated
unused sick leave hours available on November 14, 1998,minus any hours
withdrawn after the account is established.
C.Full-Time employees who were hired before November 16, 1997 and
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
24
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 1 st—
June 30th Contributed to 501(c)9 Health Retirement
Account Plan
July 1 st —
December 31 st 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
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. In the event of death of an immediate family member including a(n): current
spouse, domestic partner, or adult designee; child, mother, father,brother, sister;
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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, stepmother, 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, the city will provide an employee with up to five working days of paid
bereavement leave. Bereavement leave hours do not need to be used continuously
but must be used within one calendar year of the death.
B. In the event of a miscarriage or stillbirth, the city will provide an employee with up
to five working days of paid bereavement leave in the following situations.
1. Following the end of the employee's pregnancy by way of miscarriage or
stillbirth;
2. Following the end of another individual's pregnancy by way of a
miscarriage or stillbirth, if:
i. the employee is the individual's spouse or partner;
ii. the employee is the individual's former spouse or partner; and the
employee would have been a biological parent of a child born as a
result of the pregnancy;
iii. the employee provides documentation to show that the individual
intended for the employee to be an adoptive parent, as that term is
defined in Section 78B-6-103, of a child born as a result of the
pregnancy; or
iv. under a valid gestational agreement in accordance with Title 78B,
Chapter 15, Part 8, Gestational Agreement, the employee would
have been a parent of a child born as a result of the pregnancy.
C . An 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.
D. 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 Salt Lake City and the day following the memorial
service or equivalent event is a regular working shift.
E. 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.
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F. 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.
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 service from the city,without pay, as required by
applicable 1 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 any 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. Ju y 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 working 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
administrative 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 salary 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 reduced or discontinued
temporarily, so long as there is an expectation they will return to work after the emergency
period is ended.
29
APPENDIX A - SALT LAKE CITY CORPORATION
GENERAL EMPLOYEE PAY PLAN(GEPP)
Effective June 23, 2024
Hourly Non-Exempt Rates Annual Exempt Rates
GRADE MINIMUM CITY MARKET MAXIMUM GRADE MINIMUM CITY MARKET MAXIMUM
700 $12.83 70.00 700 $26,702 85,999
N10 $13.63 17.80 21.97 E19 $43,911 $58,016 $72,120
N11 1 $14.29 18.69 23.09 E20 $46,138 $60,490 $74,842
N12 $15.01 19.79 24.57 E21 $46,543 $63,482 $80,420
N13 $15.77 20.62 25.46 E22 $48,927 $66,721 $84,514
N14 $16.55 21.57 26.58 E23 $51,357 $70,073 $88,789
N15 $17.37 22.82 28.27 E24 $53,921 $73,537 $93,153
N16 $18.23 24.16 30.08 E25 $56,598 $77,193 $97,787
N17 $19. 16 25.14 31.12 E26 $59,455 $81,084 $102,713
N18 $20.12 26. 72 33.31 E27 $62,379 $85,156 $ 107,932
N19 $21.12 27.90 34.67 E28 $65,484 $89,453 $113,421
N20 $22.19 29. 09 35.98 E29 $68,813 $93,940 $119,067
N21 $22.37 30.52 38.67 E30 $72,232 $98,630 $125,028
N22 $23.53 32.08 40.63 E31 $75,854 $103,579 $131,304
N23 $24.69 33.69 42.68 E32 $79,633 $108,731 $137,828
N24 $25.93 35.36 44.78 E33 $83,637 $114, 197 $144,757
N25 $27.21 37.11 47.01 E34 $87,821 $119,911 $152,000
N26 $28.58 38.98 49.38 E35 $92,185 $ 125,894 $159,603
N27 $29.99 40. 94 51.89 E36 $96,797 $132, 193 $167,589
N28 $31.49 43. 01 54.53 E37 $101,656 $138,796 $175,935
N29 $33.08 45.17 57.25 E38 $106,740 $145,736 $184,731
N30 $34.73 47. 42 60.11 E39 $112,094 235,412
E40 $117,672 247,132
E41 $123,566 400,887
30
APPENDIX B —APPOINTED EMPLOYEES BY DEPARTMENT
Effective June 23, 2024
911 BUREAU Job Title Grade
911 Dispatch Director E41
911 Communications Deputy Director E32
Executive Assistant E26
AIRPORT
Executive Director of Airports E41
Airport Chief Operating Officer E40
Director Airport Design&Construction Management E39
Director of Airport Maintenance E39
Director of Finance&Accounting-Airport E39
Director of Real Estate&Commercial Develoment E39
Director of Airport Information Technology E39
Director of Airport Planning&Captial Programming E39
Director of Operations-Airport E39
Director of Communications and Marketing-Airport E38
Executive Assistant E26
CITY ATTORNEY
City Attorney E41
Deputy City Attorney E40
City Recorder E35
Legislative Affairs Division Director E34
CITY COUNCIL
Council Member-Elect N/A*
Executive Director-City Council Office E41
Council Legal Director E39
Deputy Director-City Council E39
Associate Deputy Director-City Council E37
Legislative&Policy Manager E37
Senior Public Policy Analyst E33
Communications Director-City Council E31
Public Engagement&Communications Specialist III E31
Operations Manager&Mentor-City Council E31
Public Policy Analyst E31
Policy Analyst/Public Engagement E28
Public Engagement/Communications Specialist H E28
Constituent Liaison/Policy Analyst E27
Constituent Liaison E26
Public Engagement&Communications Specialist I E26
Assistant to Council Executive Director E25
Council Administrative Assistant E24
COMMUNITY& NEIGHBORHOODS
Director of Community&Neighborhoods E41
Deputy Director of Community&Neighborhoods E37
Deputy Director of Community Services-Community&Neighborhoods E37
Division Director of Transportation(Engineer) E37
Planning Division Director E37
Building Official E35
Division Director of Housing&Neighborhood Development E35
Division Director of Transportation(Planner) E35
Youth&Family Division Director E35
Executive Assistant E26 3
ECONOMIC DEVELOPMENT
Director of Economic Development E41
Deputy Director Economic Development E37
Arts Division Director E35
Business Development Division Director E35
FINANCE
Chief Financial Officer E41
City Treasurer E39
Deputy Chief Financial Officer E39
Chief Procurement Officer E36
FIRE
Fire Chief E41
Assistant Fire Chief E38
Executive Assistant E26
HUMAN RESOURCES
Chief Human Resources Officer E41
Deputy Chief Human Resources Officer E38
Civilian Review Board Investigator E35
Transitbn Chief of Staff N/A*
Transitbn Communications Director N/A*
Transitbn Executive Assistant N/A*
INFORMATION MGT SERVICES
Chief Information Officer E41
Chief Innovation Officer E40
Deputy Chief Information Officer-Operations E40
JUSTICE COURT
Justice Court Judge E39
Justice Court Administrator E37
MAYOR
Chief of Staff E41
Chief Administrative Officer E41
Communications Director E39
Deputy Chief Administrative Officer E39
Deputy Chief of Staff E39
Senior Advisor E39
Communications Deputy Director E30
Communications&Content Manager- Mayor's Office E30
Policy Advisor E29
REP Commision Policy Advisor E29
Community Liaison E26
Executive Assistant E26
Office Manager- Mayor's Office E24
Community Outreach Special Projects&Access Coordinator E24
Administrative Assistant N19
Consumer Protection Analyst N16
POLICE
Chief of Police E41
Deputy Chief of Police E38
Communications Administative Director E37
Internal Affairs Administrative Director E37
Police Commander E36
Executive Assistant E26
32
PUBLIC LANDS
Director of Public Lands E41
Deputy Director of Public Lands E37
Golf Division Director E35
Parks Division Director E35
Urban Forestry Division Director E35
Planning&Design Division Director E35
Trails&Natural Lands Division Director E32
PUBLIC SERVICES
Director of Public Services E41
City Engineer E39
Deputy Director, Public Services E38
Safety&Security Director E37
Facilities Division Director E35
Fleet Management Division Director E35
Streets Division Director E35
Compliance Division Director E35
Executive Assistant E26
PUBLIC UTILITIES
Director of Public Utilities E41
Deputy Director- Public Utilities E39
Finance Administrator- Public Utilities E39
Chief Engineer- Public Utilities E37
Water Quality&Treatment Administrator E37
Executive Assistant E26
REDEVELOPMENT AGENCY
Director- Redevelopment Agency E41
Deputy Director- Redevelopment Agency E37
SUSTA INA BILITY
Sustainability Director E41
Sustainability Deputy Director E37
Waste&Recycling Division Director E35
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.
33
APPENDIX C —ELECTED OFFICIALS SALARY SCHEDULE
Annual Salaries
Effective June 23, 2024
Mayor 211,765
Council Members 52,941
Except for leave time, benefits for the mayor and city council members are equivalent to those provided to
full-time employees.
34
APPENDIX D- UTAH STATE RETIREMENT CONTRIBUTIONS -2024-2025
Tier 1 Defined Benefit System
System
Employee
Employer Contribution Total
Contribution
Public Employees Contributory System 6.0% 12.96% 18.96%
Public Employees Noncontributory System 0 16.97% 16.97%
Public Safety Noncontributory System 0 46.71% 46.71%
Firefighters Retirement System 0 21.05% 21.05%
Tier 1 Post Retired
Post Retired Employment Post Retired Employment Before
After 6/30/10-NO 401(k) 7/1/2010
System
Amortization of UAAL* Optional 401(k)
Public Employees Noncontributory System 5.11% 11.86%
Public Safety Noncontributory System 24.20% 22.51%
Firefighters Retirement System 0%n/a
Tier 2 Defined Benefit Hybrid System
Employee Employer
401(k) Total
Contribution Contribution
Public Employees Noncontributory System 0% 16. 01% 0.18% 16. 19%
Public Safety Noncontributory System 0.70% (4.03%city
38. 28% 0% 43.01%
for entry and two year pay steps only) paid)
Public Safety Noncontributory System 0.7.% (4.03%city
38. 28% 0% 43.01%
for pay steps year four or more) paid)
Firefighters Retirement System
0.70% (4.003%city
14.08/° 0% 18.81
Tier 2 Defined Contribution Only
Employee Employer
401(k) Total
Contribution Contribution
Public Employees Noncontributory System 0%6.95% 10.00% 16. 95%
Public Safety Noncontributory System
0% 24.28% 18.03% 42.31%
for entry and two year pay steps only)
Public Safety Noncontributory System
0% 24.28% 18.03% 42.31%
for pay steps year four or more)
Firefighters Retirement System 0%0.08% 14.00% 14.08%
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Executive Non-Legislative
Position Employer Contribution
Department Heads,Mayor, Normal contribution into Utah Retirement
Mayor's Chief of Staff,Chief System(URS)with 3%into 401(k)
Administrative Officer,Up to Two OR—
Additional Senior Executives in the If Tier land exempt from system or Tier II and
Public Employees Noncontributory System
Mayor's Office,Executive Director exempt from vesting,401k contribution equal to
for City Council 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
Employer Contribution Total
Contribution
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%
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H5 - FY25 Approving the Comp Plan
Final Audit Report 2024-06-18
Created:2024-06-12
By:Thais Stewart (thais.stewart@slcgov.com)
Status:Signed
Transaction ID:CBJCHBCAABAAeDEz4c6e8VymZdvMxJZLHZxlDi2nm0kh
"H5 - FY25 Approving the Comp Plan" History
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