HomeMy WebLinkAboutUpdated Ordinance - 6/16/2026SALT LAKE CITY ORDINANCE
No. _____ of 2026
Approving the Compensation Plan for all non-represented employees of
Salt Lake City Corporation
An ordinance approving a 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 take effect on June 21, 2026
pursuant to the publication requirements in Utah Code Sections § 10-3-711 and § 10-3-713.
Passed by the City Council of Salt Lake City, Utah, this _____ day of
_______________, 2026.
___________________________________
Alejandro Puy, Council Chair
ATTEST:
______________________________
Keith Reynolds, City Recorder
06.Ord.FY27.NonRepresentedCompPlan 2
Transmitted to the Mayor on __________________________.
Mayor’s Action: _____Approved. _____Vetoed.
___________________________________
Erin Mendenhall, Mayor
ATTEST:
______________________________
Keith Reynolds, City Recorder
Bill No. _______ of 2026.
Published: ____________________.
APPROVED AS TO FORM
Office of the City Attorney
Date: 04/27/2026
By: /s/Jonathan Pappasideris
Jonathan Pappasideris, Senior City Attorney
Annual Compensation Plan for
Non-Represented Employees
FY26-27
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FY20265-20276 COMPENSATION PLAN FOR NON-REPRESENTED EMPLOYEES
of 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 ........................................ 2
SECTION I: DEFINITIONS ............................................................................................................... 2
SUBSECTION I - DEFINITION OF TERMS ....................................................................................... 2
SECTION II: EMPLOYEE WAGES, SALARIES & BENEFITS ............................................................ 3
SUBSECTION I - COMPENSATION PROGRAM & SALARY SCHEDULES ....................................... 3
A. Determination ..................................................................................................................... 3
B. Salary Schedules ................................................................................................................. 4
C. Other Compensation ......................................................................................................... 4
SUBSECTION II - EMPLOYEE COMPENSATION FOR FISCAL YEAR 2025-2026............................ 4
SUBSECTION III - EMPLOYEE INSURANCE .................................................................................... 4
SUBSECTION IV - WORKERS’ COMPENSATION ............................................................................ 5
SUBSECTION V - SOCIAL SECURITY EXCEPTION FOR POLICE & FIRE ......................................... 5
SUBSECTION VI - RETIREMENT ................................................................................................... 65
SECTION III: WORK HOURS, OVERTIME & OTHER PAY ALLOWANCES.................................... 6
SUBSECTION I – WORK HOURS .................................................................................................... 6
SUBSECTION II- OVERTIME COMPENSATION .............................................................................. 6
SUBSECTION III - LONGEVITY PAY ................................................................................................ 7
SUBSECTION IV - WAGE DIFFERENTIALS & ADDITIONAL PAY .................................................... 8
SUBSECTION V - EDUCATION AND TRAINING PAY ................................................................... 13
SUBSECTION VI – OTHER PAY ALLOWANCES ........................................................................ 1413
SUBSECTION VII - SEVERANCE BENEFIT ..................................................................................... 16
SECTION IV: HOLIDAY, VACATION & LEAVE ACCRUAL ....................................................... 1817
SUBSECTION I – HOLIDAYS ..................................................................................................... 1817
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SUBSECTION II - VACATION LEAVE ......................................................................................... 2220
SUBSECTION III - SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE ........................ 2623
A. Plan “A ” ............................................................................................................................ 2723
1. Sick Leave ......................................................................................................................... 2723
2. Hospitalization Leave ...................................................................................................... 2925
3. Dependent Leave ............................................................................................................. 3027
4. Career Incentive Leave, Plan “A” ......................................................................................... 3128
5. Retirement Benefit, Plan “A” ............................................................................................... 3128
B. Plan “B” .................................................................................................................................. 3228
SUBSECTION IV - PARENTAL LEAVE ........................................................................................ 3632
SUBSECTION V - BEREAVEMENT LEAVE ................................................................................. 3633
SUBSECTION VI - MILITARY LEAVE .......................................................................................... 3835
SUBSECTION VII - JURY LEAVE & COURT APPEARANCES ...................................................... 3935
SUBSECTION VIII - INJURY LEAVE (SWORN POLICE AND FIRE EMPLOYEES ONLY) ............. 4037
SUBSECTION IX - ADDITIONAL LEAVES OF ABSENCE ............................................................ 4138
SUBSECTION X - EMERGENCY LEAVE ..................................................................................... 4138
APPENDIX A – GENERAL EMPLOYEE PAY PLAN (GEPP)........................................................... 31
APPENDIX B – APPOINTED EMPLOYEES BY DEPARTMENT ................................................. 4340
APPENDIX C – ELECTED OFFICIALS SALARY SCHEDULE ...................................................... 4643
APPENDIX D- UTAH STATE RETIREMENT CONTRIBUTIONS ............................................... 4744
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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FY20265-20276 COMPENSATION PLAN FOR NON-REPRESENTED
EMPLOYEES
of SALT LAKE CITY CORPORATION
EFFECTIVE DATE
The provisions of this plan shall be effective commencing June 212, 20265, unless
otherwise noted.
EMPLOYEES COVERED BY THIS PLAN
This plan applies to all full-time Ccity employees. This plan does not apply to
employees classified as: seasonal, hourly, temporary, and 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 Mmayor within budget
limitations established by the Ccity Ccouncil.
Furthermore, the Mmayor 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 Mmayor 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, Ccity Ccouncil 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 Ccity Ccouncil.
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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 Mmayor and/or
Ccity Ccouncil.
SECTION I: DEFINITIONS
SUBSECTION I - DEFINITION OF TERMS
As used in this compensation plan:
1. “Appointed employees,” with the exception of Jjustice Ccourt judges
who are covered under this plan, means employees who are "at-will"
employees serving at the pleasure of the Mmayor (or the Ccity Ccouncil
if they are employees of the Office of the City Council).
2. “Adult dDesignee” 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.
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SECTION II: EMPLOYEE WAGES, SALARIES & BENEFITS
SUBSECTION I - COMPENSATION PROGRAM & SALARY SCHEDULES
The Ccity’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 Mmayor 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; and,
c. Attains comparability and is competitive with the
compensation paid by other public and/or private employers with
whom the Ccity compares and/or competes for personnel
recruitment and retention.
3. To the extent possible, market surveys shall be used to assess and
evaluate the Ccity’s competitiveness with a cross-section of organizations
with whom the Ccity 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 Ccity’s compensation plans and pay
structures to ensure salary ranges and regular pay practices
provide for job growth and encourage employee productivity.
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B. Salary Schedules
1. Except as otherwise noted in this section, employees covered
under this plan shall be paid base wages or salaries within the
ranges established as part of the General Employee Pay Plan
attached as Appendix “A.”
2. Appointed department directors, deputy department directors,
division directors, Justice Court Administrator, Justice Court Judge
and executive staff shall be paid base salaries within the ranges
specified in the Appointed Pay Plan attached as Appendix “B.”
3. Wages and salaries shall not be less than the established range minimum
or higher than the range maximum, unless otherwise approved by the
Mmayor or Mmayor’s Ddesignee.
4. Elected officials shall be paid annual compensation according to
the schedule attached as Appendix "C."
C. Other Compensation
The Mmayor or the Ccity Ccouncil may distribute appropriated monies to
Ccity 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 Mmayor (or
Mmayor’s Ddesignee) or Ccity Ccouncil approval.
SUBSECTION II - EMPLOYEE COMPENSATION FOR FISCAL YEAR 20265-20276
The city will adjust the range structures of the General Employee and Appointed Pay
Plans by two and one-half percent and implement a general base pay increase for
employees covered under this plan by four percent.
The Ccity’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 Ccity will make available group medical, health and flex savings plans, dental, life,
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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 Ccity policy.
A. Employer-Paid Contributions. Effective July 1, 2026, the City will offer two
high‑deductible health plan (HDHP) options under the group medical
program. The City’s contribution toward the total premium will be based
on the plan option selected by the employee. Employees may choose
between:
• Summit Star 1 HDHP – a high‑deductible option with a higher employee
premium and a lower deductible/out‑of‑pocket structure.
• Summit Star 2 HDHP – a high‑deductible option with a lower employee
premium and a higher deductible/out‑of‑pocket structure.
The City will provide a fixed employer contribution amount toward the
total medical premium, and employees are responsible for any remaining
premium cost based on the plan they choose. .Effective July 1, 2025, the
Ccity’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, Tthe Ccity 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,
20265.
B. 501(c) (9) Post-Employment Health Reimbursement Account. The Ccity 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 Ccity 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 Ccity or required by applicable law.
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SUBSECTION VI - RETIREMENT
A. Retirement Programs. The Ccity hereby adopts the Utah State
Retirement System for providing retirement benefits to employees covered
by the plan. The Ccity may permit or require the participation of employees
in its retirement program(s) under terms and conditions established by the
Mmayor 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 20265-20276 fiscal year retirement contribution rates for all
employees, including elected officials, are shown in Appendix “D.”
SECTION III: WORK HOURS, OVERTIME & OTHER PAY ALLOWANCES
SUBSECTION I – WORK HOURS
A. The Ccity’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 Ccity will pay non-exempt employees
overtime compensation as required by the FLSA. The Ccity 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.
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1.2. The Ccity may elect at any time to pay an employee for any or all
accrued compensatory hours.
2.3. The Ccity will include only actual hours worked and holiday leave
hours when calculating overtime.
3.4. When used, vacation, personal leave, and compensatory time will
not be included in the calculation of overtime.
4.5. The Ccity 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 Ccity 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
Ccity shall only make such payment when all of the following conditions
occur:
1. The Mmayor or the Ccity Ccouncil has issued a “Proclamation of
Local Emergency”
or the Ccity responds to an extraordinary emergency; and,
2. Exempt employees are required, as a result of the emergency, to
work over forty (40) hours for one or more workweek(s) during the
emergency period: and,
3. The Mmayor and/or the Ccity Ccouncil approve the use of available
funds to cover the overtime payments.
The Ccity 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 Ccity will pay a
monthly longevity benefit to full-time employees based on the most recent
date an employee began full-time employment as follows:
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1. Employees who have completed six (6) consecutive years of
employment with the Ccity will receive $50;
2. Employees who have completed ten (10) consecutive years of
employment with the Ccity will receive $75;
3. Employees who have completed sixteen (16) full years of
employment with the Ccity will receive $100; and,
4. Employees who have completed twenty (20) full years of
employment with the cCity 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 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. 1. Call Back Pay: Non-sworn, non-exempt employees who have
been released from normally scheduled work and standby on-call
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. This provision
does not apply for remote work assignments.
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Employees responding to a work-initiated phone call or virtual
meetings for more than 5 minutes when off duty will be
compensated in a minimum increment of 15 minutes straight time,
or overtime if applicable. Calls, virtual meetings, or similar contacts
of 5 minutes or less are considered insubstantial.
If the City notifies an employee that the callback has been cancelled
before the employee arrives at the employee’s work location, the
employee will receive a minimum of one (1) hour 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 Employees: 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 on-
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call status; or two (2) hours straight time pay for each 12-hour period of
standby on-call 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 hertheir 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.
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 isthey
are called to work during the same twenty-four (24) or twelve (12)
hour on-call period.
c. Exclusion for Snow Fighters. Any employee assigned as a
member of the Snow Fighter Corpsin the snow fighter assignment
is ineligible to receive on-call pay when called back to fight snow.
d. Employees responding to a work-initiated phone call or virtual
meetings for more than 5 minutes when on-call will be
compensated in a minimum increment of 15 minutes straight
time, or overtime if applicable. Calls, virtual meetings, or similar
contacts of 5 minutes or less are considered insubstantial.
e. Cancelled Call: If the City notifies an employee who has been
called to a work location that they are no longer needed before
the employee arrives at the employee’s work location, the
employee will receive a minimum of one (1) hour straight time
pay.
2. On-call for Police Sergeants: Police Sergeants directed by their
division commander or designee to keep themselves available for Ccity
service during otherwise off-duty hours shall be compensated 30
minutes of straight time for each 12-hour period of standby on-call
status. This compensation shall be in addition to any callout pay or pay
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for time worked the employee may receive during the on-call period.
C. Special Event Pay for Police Sergeants. Special event pay assignments
are defined as extra hours assigned outside of a sergeant’s normally
scheduled work shifts for work assignments to attend to duties related to
special events such as parades and marathons. These assignments do not
include extension or carryover of the sergeant’s normally scheduled work
shifts.
1. Sergeants assigned to work Special Event Pay Assignments beyond
their regularly scheduled workweek will be paid at the overtime rate
with a minimum of three (3) hours compensation.
D. Shift Differential, not including Police Sergeants & Lieutenants or 911
Dispatch Communication Supervisors. Only non-exempt employees who
perform weekday afternoon/swing or evening and weekend shift work are
eligible to receive a shift differential.
1. The Ccity will include all shift differential when computing overtime.
An employee who receives Snow Fighter Corpssnow fighter pay
assignment differential pay is eligible to also receive shift differential.
2. Eligible Hours: The Ccity 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 weekend hours worked 6:00 p.m. on Friday through
5:59 a.m. on Monday. The City will pay an hourly shift differential
equivalent to 3% for all hours worked on Saturdays and Sundays
between 6:00 a.m. and 5:59 p.m.
3. 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
hertheir 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.An employee assigned to an approved 12 hour graveyard shift
that starts at 6:00 p.m. and who works continuous hours in excess of 12
hours will continue to receive the 7.5% shift differential for those
continuous hours assigned and worked.
E. Shift Differential for 911 Dispatch Communication Supervisors. Only
non-exempt 911 Dispatch Communications Supervisors are eligible to
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receive a shift differential.
1. The City will include all shift differential when computing overtime.
2. 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 7:00 p.m. and 6:59 a.m. The City will pay an hourly
shift differential equivalent to 3% for all hours worked on Saturdays and
Sundays between 7:00 a.m. and 6:59 p.m.
3. An employee assigned to an approved 12 hour graveyard shift that
starts at 7:00 p.m. and who works continuous hours in excess of 12
hours will continue to receive the 7.5% shift differential for those
continuous hours assigned and worked.
EF. Shift Differential for Police Sergeants & Lieutenants: The Ccity will pay
Police sergeants and lieutenants shift differentials as follows:
1. Day Shift: Police sergeants and lieutenants whose assigned shift
begins from 0500 hours to 1159 hours, shall be paid their base pay rate
without shift differential.
2. Swing Shift: Police sergeants and lieutenants whose assigned shift
begins from 1200 hours to 1759 hours, shall be paid an additional 2.5%
of their base hourly rate of pay.
3. Graveyard Shift: Police sergeants and lieutenants whose assigned
shift begins from 1800 hours to 0459 hours, shall be paid an additional
5% of their base hourly rate of pay.
4. Police sergeants and lieutenants who take vacation, holiday, or
sick leave will be compensated with the shift differential that they
would have received if they had worked their regularly scheduled shift.
5. Shift differential shall not be applied to compensation of vacation
or sick leave upon termination of employment for retirement or any
other reason.
FG. K-9 Squad Allowance: Police sergeants assigned to the K-9 squad
will be compensated as follows:
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1. Police sergeants will receive two hours per work week 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 will receive 2.3 hours per work week, at the rate
of one-and-one-half (1½) times their base wage rate, to care for the
police service dog.
GH. 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 Mmayor or Mmayor’s Ddesignee,
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
Mmayor or Mmayor’s Ddesignee.
1. Acting pay shall be excluded when calculating any leave payouts,
including vacation, holiday, and personal leave.
HI. Snow Fighter Pay. The Ccity will pay employees designated in writing by
the department head, or designee, as members of the Snow Fighter
Corpspart of the snow fighter assignment a pay differential equal to 15% of
an eligible employee’s regular weekly base pay for work related to snow
removalfor their availability to respond to snow calls during the designated
snow season. This pay shall be separate from regular earnings on each
employee’s wage statement.
SUBSECTION V - EDUCATION AND TRAINING PAY
A. Education Incentives. The Mmayor may adopt programs to promote
employee education and training, provided that all compensation
incentives are authorized within appropriate budget limitations established
by the Ccity Ccouncil.
1. Police Sergeants, Lieutenants, and Captains are eligible for a $500 per
year job-related training allowance.
14
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 Ccity 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 $1520.00 when an employee
works two or more hours consecutive to their normally scheduled shift.
Employees may also be eligible to receive $2015.00 for each additional four-
hour consecutive period of work which is in addition to the normally
scheduled work shift.
1. Fire and Ppolice Ddepartment 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 Ccity business. Advance payment or
reimbursement for expenses shall be approved only when the amounts are
documented and within the budget limitations established by the Ccity
Ccouncil.
C. Automobiles
1. The Mmayor may authorize, subject to the conditions provided in
Ccity policy, an employee to utilize a Ccity vehicle on a take-home basis
and may require an employee to reimburse the Ccity for a portion of the
take-home vehicle cost as provided in Ccity ordinance.
2. Employees who are authorized to use privately-owned
automobiles for official Ccity business will be reimbursed for the
operation expenses at the rate specified in Ccity policy.
3. The Ccity will provide a car allowance to department directors, the
Mmayor’s chief of staff, the Mmayor’s chief administrative officer, up to
15
three additional employees in the Mmayor’s Ooffice, the Justice Court
Administrator and the Ccity Ccouncil 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 Ccity Cocouncil.
D. Uniform Allowance. When employees are required to wear uniforms in
the performance of their duties and no uniform is provided, the Ccity will
provide a monthly uniform allowance as follows:
1. Non-sworn Fire Department employees—$65.00
21. 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
Ddepartment policy.
a. Dangerous or contaminated safety equipment shall be
cleaned, repaired, or replaced by the Fire Ddepartment.
32. Police: Police sergeants and lieutenants 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 by the
department’s quartermaster pursuant to department policy.
ii. A full inventory of items that the quartermaster will provide
within the quartermaster system and the manner in which
they will be distributed will be stated in department policy.
iii. Police sergeants and lieutenants in the quartermaster
system will be paid the sum of Two Hundred Dollars ($200)
each fiscal year for the purpose of independently purchasing
any incidental uniform item or equipment not provided by the
quartermaster system. Payment will be
16
made each year on the first day of the pay period that includes
August 15.
b. The Ccity will provide for the cleaning of uniforms as described
in Police Ddepartment policy.
c. Police sergeants and lieutenants in plainclothes assignments,
as determined by their bureau commander, are provided with a
clothing and cleaning allowance totaling $39.00 per pay period.
Sergeants and lieutenants 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 Mmayor may,
within budgeted appropriations and as business needs indicate, authorize
golf lesson revenue sharing between the Ccity 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 Mmayor or the Ccity Ccouncil 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 Ccity 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 Ccity Aattorney’s office.
17
1. Current department heads, along with the Mmayor’s Cchief of
Sstaff and the Eexecutive Ddirector of the Ccity Ccouncil office shall
receive a severance benefit equal to three (3) month’s base salary, plus
one (1) additional month of base salary for each year of continuous City
service, up to a maximum of three (3) additional months. The total
severance benefit will not exceed six (6) month’s base salary. two
month’s base salary after one full year of continuous Ccity employment
in an appointed status; four months’ base salary after two full years of
continuous Ccity employment in an appointed status; or, six months’
base salary after three full years or more of continuous Ccity
employment in an appointed status.
2.
Department Deputy Directors appointed on or after January 1, 2000,
shall receive severance pay equal to two (2) month’s base salary, plus (1)
additional month of base salary for each year of continuous City service,
up to a maximum of two (2) additional months. The total severance
benefit will not exceed four (4) month’s base salary.
2.3.Current appointed employees who are not department heads or
department deputy directors, shall receive a severance benefit equal to
one week’s base salary for each year of continuous Ccity 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.
18
2. An employee who has been terminated or asked for a resignation
by the
Mmayor 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
Ccity Aattorney’s office, where required as stipulated above.
4. An employee who is hired into another position in the Ccity prior
to their separation date.
In the event an employee is hired into another position in the Ccity 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
Benefit-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 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, unless specified below. 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.A Employees will
receive 8 hours of pay at their current hourly rate for non-worked
holidaysEffective January 1, 2027, a paid holiday for a full time employee is
the equivalent of 8 hours pay unless specified below. Employees whose
regularly scheduled shift is longer than 8 hours and who take a holiday will
be required to use banked holiday hours, accrued personal leave, vacation,
or compensatory time earned to account for the difference between their
19
regularly scheduled shift and the 8 hour paid holiday. If an employee has
exhausted leave time, the difference in hours will be considered unpaid.
Alternatively, with supervisor approval, an employee may be allowed to
work additional hours during the week or change their schedule for that
week to five 8-hour days. 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. (eligible employees
assigned to the Justice Court will observe this day according to the
Utah State Courts calendar)
6. Independence Day, July 4.
7. Pioneer Day, July 24.
8. Labor Day, the first Monday in September.
9. Indigenous Peoples' Day (or “Columbus Day”), as recognized by
the state of Utah and only for eligible employees assigned to the
Justice Court
10.9. Veteran's Day, November 11.
11.10. Thanksgiving Day, the fourth Thursday in November.
12.11. The Friday after Thanksgiving Day. (excluding employees assigned
to the Justice Court)
13.12. Christmas Day, December 25.
14.13. One personal holiday per calendar year, taken upon request of an
employee and as approved by a supervisor.
20
NOTE: Justice Court employees will recognize and observe holidays determined by
the Utah State of Courts. In addition to the Utah State Court holidays, Justice Court
employees will receive 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
Mmayor or the Ccity Ccouncil.
C. All Banked holiday hours: When a non-exempt employee works on a
designated holiday or the observed holiday occurs on the employee’s
regular day off, the employee can choose to:
1. Be paid for the holiday in addition to their hours worked for the week.
2. Bank the holiday for future use. Non-exempt employees may elect to
maintain a bank of up to 50 hours of accrued holiday. Banked holiday hours
, including personal holidays, must may be used in no fewer less than eight
(8) hour0.25 hour regular full day or shift increments. Upon separation of
employment, an employee will be compensated for their banked holiday
time up to the maximum accumulation above. Such payment does not
count as hours worked.
3. With supervisor approval, an employee may adjust their schedule to take
the holiday on a different day during the week.
D. 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.
ED. 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 Holiday Hours Worked: When a day
designated as a holiday falls on a scheduled workday, a Police sergeant or
lieutenant may elect to take the day off work and be paid the 8-hour holiday
pay, subject to the approval of their supervisor, or receive their regular
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21
wages for such days worked and designate an alternate day off work up to
8 hours 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 Accrued Holiday Leave Payout: Police
sergeants and lieutenants who retire or separate from Ccity 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 or lieutenant who is transferred or promoted
to a higher-level position within the department, including Police
Commander, Deputy Chief, or Police Chief, or to a position in another
Ccity department will be paid out at their current base pay rate for any
holiday time accrued and unused during the preceding 12 months.
G. 911 Dispatch Communications Supervisor Holiday Hours Worked:
Effective January 3, 2027, in lieu of holidays, all full-time 911 Dispatch
Communications Supervisors will accrue six (6) hours per pay period,
excluding the 27th pay period. Holiday accrual shall be maintained in an
account that is a separate holiday accrual bank. The maximum
accumulation of holiday bank accrual is 156 hours at any one time, and
thereafter there is no more accrual or compensation received. When a day
designated as a holiday falls on a scheduled workday, a 911 Dispatch
Communications Supervisor 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.
H. 911 Dispatch Communications Supervisor Accrued Holiday Leave
Payout: A 911 Dispatch Communications Supervisor who retires or
separates from Ccity employment for any reason shall be compensated for
any holiday time accrued and unused up to the 156 hours. When paid out,
holiday time does not count as hours worked for the purpose of calculating
overtime.during the preceding 12 months. Employees will not be
compensated for any unused holiday time accrued before the 12 months
preceding the employee’s retirement or separation.
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1. Any supervisor who is transferred or promoted to a higher-level
position within the department, including 911 Communications Bureau
Assistant Director or 911 Dispatch Director, or to a position in another
Ccity department will be paid out at their current base pay rate for any
holiday time accrued and unused during the preceding 12 monthsup to
156 hours.
SUBSECTION II - VACATION LEAVE
The Ccity 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 Ccity 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 on
eligible years of service credit and may accumulate vacation hours,
according to the vacation accrual schedule., up to the following maximum
limits: based on years of service as follows:
Months of
Eligible Service
Credit
Hours of
Vacation
Accrued Per
Year
Hours Accrued
Per Pay Period
Annual Maximum
Carryover Limits
0 months to 36
months
97 3.73
240 hours 37 months to 72
months
115 4.42
73 months to 108
months
125 4.81
109 months to
144 months
144 5.54 280 hours
145 months to 156
monthsCompletion of
year 12: 280 hours
157 months to 180
145 months to
15680 months
160 6.15
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monthsCompletion of
year 13: 320 hours
280 hours
157 months to
180 months
160 6.15 320 hours
320 hours
320 hours 181 months to
228 months
176 6.77
229 months or
more
200 7.69
Years Months ofHours of Vacation Accrued
Eligible Service Credit Per Bi-Weekly Pay Period
0 to end of year 33.73
4 to end of year 64.42
7 to end of year 94.81
10 to end of year 125.54
13 to end of year 156.15
16 to end of year 196.77
20 or more7.69
B. Department directors, the Mmayor’s Cchief of Sstaff, the Mmayor’s
Cchief aAdministrative Oofficer, up to two additional senior positions in the
Mmayor’s Ooffice as specified by the Mmayor, the Eexecutive Ddirector of
the Ccity Ccouncil, and Jjustice Ccourt judges and the Justice Court
Administrator will accrue 7.69 hours each bi-weekly pay period and an
annual maximum carryover limit of 320 hours without regard to years of
eligible service..
2. Fire battalion chiefs in the Operations Ddivision of the Fire Ddepartment
will accrue vacation leave and may accumulate vacation hours,
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according to the vacation accrual schedule., up to the following
maximum limits according to the following schedule:
Months of
Eligible Service
Credit
Hours of
Vacation
Accrued Per
Year
Hours Accrued
Per Pay Period
Annual Maximum
Carryover Limits
0 months to 36
months
144 5.54 15 combat shifts
15 combat shifts
15 combat shifts 37 months to 72
months
168 6.46
73 months to 108
months
192 7.38
109 months to
144 months
216 8.31 17.5 combat shifts
17.5 combat shifts
145 months to
168 months
240 9.23
169 months to
228 months
264
10.15 20 combat shifts
20 combat shifts
229 months or
more
300 11.54
For purposes of this subsection, “combat shifts” means “24-hour” combat shifts.
Years of AccruedHours of Vacation
City Service Per Pay Period
0 to end of year 35.54
4 to end of year 66.46
7 to end of year 97.38
10 to end of year 128.31
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13 to end of year 149.23
15 to end of year 1910.15
20 or more11.54
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. For purposes of leave accrual, Human Resources shall establish an
employee’s leave accrual eligibilitytime off service date An employee’s years
of City service for leave accrual purposes (the “accrual rate”) shall be
determined by the Human Resources Department in accordance with Ccity
policy. The employee’s accrual rate applies to vacation leave, personal leave,
and short-term disability benefits only.
G. Full-time and appointed employees (except those listed in Paragraph B
of this subsection) may accumulate vacation hours, according to the
vacation accrual schedule, up to the following maximum limits:
0 to the end of year 9Up to 30 days/ 15 shifts/ 240 hours
9 to the end of year 13Up to 35 days/ 17.5 shifts/ 280 hours
14 or more yearsUp 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 continuous service date in Workday occurs. However,
in the case of an employee’s return from an unpaid military leave of
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26
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.Any unused vacation balance, up to the
employee’s annual maximum carryover limit, will be paid out at the
employee’s base hourly rate upon termination of employment, including
retirement. Vacation hours accrued above the employee’s annual
maximum carryover limit will be forfeited.
K. Vacation Allowance: As a new hire recruiting incentive, Hhuman
Rresources may authorizeapprove a department director’s one-time
request to provide an allowance of up to 80 hours of vacation leave. T the
Mmayor (or Mmayor’s Ddesignee) or the Ccity Ccouncil may authorize a one-
time allowance of up to an additional 40 hours (120 hours total) 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 Ccity 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 unpaid leave of absence.
However, employees on 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 Ccity- established election period
27
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 Mmayor 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
Ddivision who shall be entitled to 7.5 shifts of sick leave each
calendar year. The City shall credit a covered employee’s sick
leave account in a lump sum (either 15 days or7.5 shifts)
during the first month of each calendar year. Authorized and
unused sick leave may be accumulated from year to year
subject to the limitations of this plan.
c. Under this Plan “A,” Full-Time employees who have
accumulated 240 hours of sick leave may choose to convert up to
64 hours of the sick leave earned and unused during any given
year to vacation. Any sick leave used during the calendar year
reduces the allowable conversion by an equal amount.
1. Sick Leave Conversion for Fire Battalion Chiefs – Fire
Battalion Chiefs who have accumulated 15 shifts (for
Operations employees), or 240 hours (for non-Operations
employees) may choose to convert a portion of the year sick
leave grant from any given year to vacation, as follows:—
28
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 fewer less than the
maximum allowable sick leave hours to vacation time, must be
made by notifying the employee’s department timekeeper or the
Ccity 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
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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
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 workday) 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
30
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.
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.
31
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 hertheir 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 Ccity 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 Ccity 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: Formatted: Font: (Default) Open Sans, Bold
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32
January 1st – June 30th Contributed to Post-employment Health
Reimbursement Account Plan
(premium-only account) July 1st – December 31st Cash to retiree
A.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 Ccity 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 Fewer than 6 40
Less Fewer than 24 60
24 or more 80
Months of
Consecutive City
Service
Hours of
Personal
Leave
Fewer than 6 40
Fewer than 24 60
24 or more 80
Employees hired during the plan year are provided with paid personal
Formatted Table
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Formatted Table
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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
Ccity 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. Annual Maximum Carryover LimitAccrual. 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 Ccity and may be deducted from the employee’s
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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 Ccity 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 Ccity, 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 Ccity and the
employee’s career development. Selected employees will receive their
full regular salary during the leave. Requests 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
Ccity. The request must be approved by the department head and by
the Chief Human Resources Officer 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)
35
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 Ccity 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
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
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36
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 Ccity.
SUBSECTION IV - PARENTAL LEAVE
A. Full-time employees who become parents through birth, legal adoption,
court-ordered foster care placement or court-ordered guardianship are
entitled to paid parental recovery and/or bonding leave in accordance with
Ccity policy.
B. Parental Leave for a birthing parent: A birthing parent may take up to six
consecutive weeks of Recovery Leave for physical recovery. Recovery Leave
begins on the date of the child’s birth and must be taken continuously.
1. A birthing parent may take an additional 240 hours (or, 336 hours
for Fire Operations employees) of Bonding Leave per rolling 12-
month period to bond with and care for a child.
C. Parental Leave for a non-birthing parent including employees who become
parents through legal adoption, court-ordered foster care or court-ordered
guardianship: A non-birthing parent may take up to 240 hours (or, 336
hours for Fire Operations employees) of Bonding Leave per rolling 12-
month period to bond with and care for a child.
SUBSECTION V – BEREAVEMENT LEAVE
A. Family Bereavement Leave: In the event of death of an immediate
family member including a(n): current spouse, domestic partner, or
adult designee; child who is not otherwise defined in subsection V(G);
mother, fatherparent (including “in loco parentis” narrowly construed),
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
37
grandchild, stepchild who is not otherwise defined in subsection V(G);
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 Ccity 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 Ccity 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 Ccity will
provide an employee with up to one work shift for bereavement,
38
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.
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.
G. Parental Bereavement Leave: Parental bereavement leave is
administered independently from any other type of leave, including
Family Bereavement Leave, and provides a maximum of ten (10)
working days (or two shifts for employees working in Operations within
the Fire Department) of paid leave for full-time employees in the event
of a qualifying child’s death.
i. A qualifying child means a biological, adopted, or foster child, a
stepchild, a legal ward, or a child of a person standing in loco
parentis. The qualifying child must be
1. under age 18; or,
2. 18 or older and incapable of self-care because of a physical
or mental disability.
ii. Leave hours do not need to be used continuously but must be
used within one calendar year of death.
iii. For clarity, parental bereavement leave is not provided in addition
to Family 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/Space 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
39
from his or her their duties and service from the Ccity, 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/Space 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. 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 Ccity/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 their regular
working hours from the Ccity, he or shethe employee must return to
and carry on his or her their regular Ccity 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 Ccity, the State of Utah, or
the United States for a court or administrative proceeding appearance as
follows:
1. Appearances in court or administrative proceedings made while on
duty will be compensated as normal hours worked.
2. In the event an appearance extends beyond the end of an
employee's regularly scheduled shift, time will be counted as normal
work time for the purpose of computing an employee's overtime
40
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 Ccity will pay employees for two hours of preparation 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 proceedings 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 Ccity 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 Ccity;
B. The employee must be unable to return to work due to the injury, as
verified by a medical provider acceptable to the Ccity;
41
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 not exceed the total of $7,500 per employee per injury, unless
approved in writing by the employee’s department head after receiving an
acceptable treatment plan and consulting with the Ccity’s Rrisk Mmanager;
E. The Ccity's Rrisk Mmanager is principally responsible for the review of
injury leave claims, except that appeals from the decision of the Ccity’s Rrisk
Mmanager may be reviewed by the Chief Human Resources directorOfficer,
who may make recommendations to the Mmayor 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, personal leave 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 Ccity may provide additional paid leave to employees if: i) the Mmayor has
declared a local emergency; and ii) the Mmayor and/or Ccity Ccouncil
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.
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APPENDIX A - SALT LAKE CITY CORPORATION
GENERAL EMPLOYEE PAY PLAN (GEPP)
Effective June 212, 20265
GRADE MINIMUM CITY MARKET MAXIMUM GRADE MINIMUM CITY MARKET MAXIMUM
700 $13.15 $70.00 700 $27,370 $88,149
N10 $13.97 $18.25 $22.52 E19 $45,009 $59,466 $73,923
N11 $14.65 $19.16 $23.67 E20 $47,291 $62,002 $76,713
N12 $15.39 $20.29 $25.18 E21 $47,707 $65,069 $82,431
N13 $16.16 $21.13 $26.10 E22 $50,150 $68,389 $86,627
N14 $16.96 $22.10 $27.24 E23 $52,641 $71,825 $91,009
N15 $17.80 $23.39 $28.98 E24 $55,269 $75,376 $95,482
N16 $18.69 $24.76 $30.83 E25 $58,013 $79,123 $100,232
N17 $19.64 $25.77 $31.90 E26 $60,941 $83,111 $105,281
N18 $20.62 $27.38 $34.14 E27 $63,938 $87,284 $110,630
N19 $21.65 $28.60 $35.54 E28 $67,121 $91,689 $116,257
N20 $22.74 $29.81 $36.88 E29 $70,533 $96,289 $122,044
N21 $22.93 $31.29 $39.64 E30 $74,038 $101,096 $128,154
N22 $24.12 $32.89 $41.65 E31 $77,750 $106,169 $134,587
N23 $25.31 $34.53 $43.75 E32 $81,624 $111,449 $141,274
N24 $26.58 $36.24 $45.90 E33 $85,728 $117,052 $148,376
N25 $27.89 $38.04 $48.19 E34 $90,017 $122,909 $155,800
N26 $29.29 $39.95 $50.61 E35 $94,490 $129,042 $163,593
N27 $30.74 $41.97 $53.19 E36 $99,217 $135,498 $171,779
N28 $32.28 $44.09 $55.89 E37 $104,197 $142,265 $180,333
N29 $33.91 $46.30 $58.68 E38 $109,409 $149,379 $189,349
N30 $35.60 $48.61 $61.61 E39 $114,896 $156,848 $198,816
E40 $120,614 $164,690 $208,757
E41 $126,655 $172,925 $219,195
Hourly Non-Exempt Rates Annual Exempt Rates
43
APPENDIX B – APPOINTED EMPLOYEES BY DEPARTMENT
Effective June 212, 20265
Salary Range Grade
Department Directors $170,000 - $425,000 A01
Deputy Department Directors $130,000 - $27300,000 A02
Division Directors & Executive Staff $110,000 - $2570,000 A03
Judges In accordance with city code 2.84.040, compensation of a judge of the justice
court shall be ninety percent (90%) of the salary of a district court judge.JC01
All other appointed employees Refer to General Employee Pay Plan (GEPP)
DEPARTMENT JOB TITLE GRADE
911 BUREAU
002626 911 Dispatch Director A01
AIRPORT
001551 Executive Director of Airports A01
000163 Director of Finance & Accounting Airport Chief Financial Officer A03 A02
002533 Airport Chief Operating Officer A02
000795 Director Airport Design & Construction Management A03
000794 Director of Airport Maintenance A03
000162 Director of Real Estate & Commercial Development A03
001365 Director of Airport Information Technology A03
001654 Director of Airport Planning & Capital Programming A03
001011 Director of Operations - Airport A03
002349 Director of Communications and Marketing - Airport A03
001989 Executive Assistant E26
CITY ATTORNEY
001553 City Attorney A01
001577 Deputy City Attorney A02
3041 Deputy Director of Operations and Administration A02
3040 City Prosecutor A03
000314 City Recorder A03
002923 Legislative Affairs Division Director A03
CITY COUNCIL
NO PROFILE Council Member-Elect N/A*
000021 Executive Director - City Council Office A01
000026 Deputy Director - City Council A02
001459 Council Legal Director A03
001980 Associate Deputy Director - City Council E37
002637 Legislative & Policy Manager E37
001954 Senior Public Policy Analyst E33
001895 Communications Director - City Council E31
002636 Public Engagement & Communications Specialist III E31
002472 Operations Manager & Mentor - City Council E31
000344 Public Policy Analyst E31
002355 Policy Analyst / Public Engagement E28
002358 Public Engagement / Communications Specialist II E28
002357 Constituent Liaison / Policy Analyst E27
002354 Constituent Liaison E26
3063 Public Engagement & Communications Specialist I E26
002353 Assistant to Council Executive Director E25
002351 Council Administrative Assistant E24
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44
COMMUNITY & NEIGHBORHOODS
002060 Director of Community & Neighborhoods A01
002068 Deputy Director of Community & Neighborhoods A02
002562 Deputy Director of Community Services - Community & Neighborhoods A02
002312 Arts Division Director A03
006440 Building Official A03
004031 City Engineer A03
006401 Division Director of Housing & Neighborhood Development A03
002899 Division Director of Transportation A03
004165 Planning Division Director A03
002326 Youth & Family Division Director A03
001989 Executive Assistant E26
ECONOMIC DEVELOPMENT
001992 Director of Economic Development A01
002096 Deputy Director Economic Development A02
002545 Business Development Division Director A03
FINANCE
002091 Chief Financial Officer A01
002593 Deputy Chief Financial Officer A02
002342 City Treasurer A03
000504 Chief Procurement Officer A03
FIRE
008010 Fire Chief A01
001771 Assistant Fire Chief A02
001989 Executive Assistant E26
HUMAN RESOURCES
002475 Chief Human Resources Officer A01
002081 Deputy Chief Human Resources Officer A02
000337 Civilian Review Board Investigator E35
111001 Transition Chief of Staff N/A*
111002 Transition Communications Director N/A*
111003 Transition Executive Assistant N/A*
INFORMATION MGT SERVICES
001578 Chief Information Officer A01
002816 Deputy Chief Information Officer A02
JUSTICE COURT
001601 Justice Court Judge A018 JC01
000539 Justice Court Administrator E37
MAYOR
000249 Chief of Staff A01
002470 Chief Administrative Officer A01
000897 Communications Director A03
002671 Deputy Chief Administrative Officer A03
001823 Deputy Chief of Staff A03
000002 Senior Advisor A03
002115 Communications Deputy Director E30
002536 Communications & Content Manager - Mayor's Office E30
002206 Policy Advisor E29
3064 REP Commission Policy Advisor E29
000898 Community Liaison E26
001989 Executive Assistant E26
001721 Office Manager - Mayor's Office E24
002526 Community Outreach Special Projects & Access Coordinator E24
001988 Administrative Assistant N19
002282 Consumer Protection Analyst N16
45
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 Ccity Ccouncil 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 Ccity Ccouncil members-elect are also
equivalent to those provided to full-time employees.
POLICE
007010 Chief of Police A01
001275 Deputy Chief of Police A02
002524 Civilian Chief of Staff A03
002525 Internal Affairs Administrative Director A03
3034 Police Commander E36
001989 Executive Assistant E26
PUBLIC LANDS
002581 Director of Public Lands A01
002548 Deputy Director of Public Lands A02
002178 Golf Division Director A03
002405 Parks Division Director A03
002853 Urban Forestry Division Director A03
3019 Planning & Design Division Director A03
002330 Trails & Natural Lands Division Director A03
001989 Executive Assistant E26
PUBLIC SERVICES
000579 Director of Public Services A01
002506 Deputy Director, Public Services A02
002894 Safety & Security Director A03
002176 Facilities Division Director A03
002177 Fleet Management Division Director A03
002189 Streets Division Director A03
002327 Compliance Division Director A03
001795 City Architect A03
001989 Executive Assistant E26
PUBLIC UTILITIES
001552 Director of Public Utilities A01
000036 Deputy Director - Public Utilities A02
000037 Finance Administrator - Public Utilities A03
002092 Chief Engineer - Public Utilities A03
000039 Water Quality & Treatment Administrator A03
001989 Executive Assistant E26
REDEVELOPMENT AGENCY
002511 Director - Redevelopment Agency A01
002512 Deputy Director - Redevelopment Agency E37
SUSTAINABILITY
002036 Sustainability Director A01
002404 Sustainability Deputy Director A02
002186 Waste & Recycling Division Director A03
Formatted: Font color: Custom Color(RGB(238,0,0))
46
APPENDIX C – ELECTED OFFICIALS SALARY SCHEDULE
Annual Salaries
Effective June 212, 20265
Except for leave time, benefits for the Mmayor and Ccity Ccouncil members are equivalent
to those provided to full-time employees.
As specified in Salt Lake City Ordinance 5 of 2026, Section 2.06.070, Council leadership are
offered an annual Leadership Stipend as outlined below:
Council Chair: $3,000
Council Vice Chair: $2,000
CRA Chair: $1,500
CRA Vice Chair: $1,000
Mayor $220,235
Council Members $55,058
Formatted: Centered
47
APPENDIX D - UTAH STATE RETIREMENT CONTRIBUTIONS for FY20265-20276
Tier 1 Defined Benefit System
System Employee
Contribution
Employer
Contribution Total
Public Employees Contributory System 6.0% 101.96% 167.96%
Public Employees Noncontributory
System
0% 145.97% 145.97%
Public Safety Noncontributory System 0% 46.71% 46.71%
Firefighters Retirement System 0% 179.05% 179.05%
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 45.873.11% 12.091.66%
Public Safety Noncontributory System 24.20% 22.51%
Firefighters Retirement System n/a0% 17.05%n/a
Tier 2 Defined Benefit Hybrid System
System
Employee
Contribution
Employer
Contribution 401(k) Total
Public Employees Noncontributory
System 1.30.81% 134.19% 0% 14.4915.00%
Public Safety Noncontributory System
1.950.7%
(4.03% city
paid)
38.28% 0% 44.2643.01%
Firefighters Retirement System
1.950.7%
(4.03% city
paid)
14.08% 0% 20.0618.81%
Tier 2 Defined Contribution Only
System
Employee
Contribution
Employer
Contribution 401(k) Total
Public Employees Noncontributory
System
0% 34.19% 10.00% 134.19%
Public Safety Noncontributory System 0% 24.28% 14.008.03% 38.2842.31%
48
Firefighters Retirement System 0% 0.08% 14.008.03% 14.088.11%
49
Executive Non-Legislative
Position Employer Contribution
Public Employees Noncontributory
System
Department Heads, Mayor,
Mayor’s Chief of Staff, Chief
Administrative Officer, Justice
Court Administrator, Up to
Two Additional Senior
Executives in the Mayor’s
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
Public Safety Noncontributory 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
Contributio Employer Contribution Total
Public Employees Noncontributory 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
34.19% 10% 134.19%
Tier 2 Defined Benefit
Hybrid System
Employer Employee Contribution Total
1314.19% 1.3.81% 14.4915.0%
Annual Compensation Plan for
Non-Represented Employees
FY26-27
i
FY2026-2027 COMPENSATION PLAN FOR NON-REPRESENTED EMPLOYEES
of 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 ........................................ 2
SECTION I: DEFINITIONS ............................................................................................................... 2
SUBSECTION I - DEFINITION OF TERMS ....................................................................................... 2
SECTION II: EMPLOYEE WAGES, SALARIES & BENEFITS ............................................................ 3
SUBSECTION I - COMPENSATION PROGRAM & SALARY SCHEDULES ....................................... 3
A. Determination ..................................................................................................................... 3
B. Salary Schedules ................................................................................................................. 4
C. Other Compensation ......................................................................................................... 4
SUBSECTION II - EMPLOYEE COMPENSATION FOR FISCAL YEAR 2025-2026............................ 4
SUBSECTION III - EMPLOYEE INSURANCE .................................................................................... 4
SUBSECTION IV - WORKERS’ COMPENSATION ............................................................................ 5
SUBSECTION V - SOCIAL SECURITY EXCEPTION FOR POLICE & FIRE ......................................... 5
SUBSECTION VI - RETIREMENT ..................................................................................................... 5
SECTION III: WORK HOURS, OVERTIME & OTHER PAY ALLOWANCES.................................... 6
SUBSECTION I – WORK HOURS .................................................................................................... 6
SUBSECTION II- OVERTIME COMPENSATION .............................................................................. 6
SUBSECTION III - LONGEVITY PAY ................................................................................................ 7
SUBSECTION IV - WAGE DIFFERENTIALS & ADDITIONAL PAY .................................................... 8
SUBSECTION V - EDUCATION AND TRAINING PAY ................................................................... 13
SUBSECTION VI – OTHER PAY ALLOWANCES ............................................................................ 13
SUBSECTION VII - SEVERANCE BENEFIT ..................................................................................... 16
SECTION IV: HOLIDAY, VACATION & LEAVE ACCRUAL ........................................................... 17
SUBSECTION I – HOLIDAYS ......................................................................................................... 17
ii
SUBSECTION II - VACATION LEAVE ............................................................................................. 20
SUBSECTION III - SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE ............................ 23
A. Plan “A ” ................................................................................................................................ 24
1. Sick Leave ............................................................................................................................. 24
2. Hospitalization Leave .......................................................................................................... 26
3. Dependent Leave ................................................................................................................. 27
4. Career Incentive Leave, Plan “A” ............................................................................................. 28
5. Retirement Benefit, Plan “A” ................................................................................................... 28
B. Plan “B” ...................................................................................................................................... 29
SUBSECTION IV - PARENTAL LEAVE ............................................................................................ 33
SUBSECTION V - BEREAVEMENT LEAVE ..................................................................................... 33
SUBSECTION VI - MILITARY LEAVE .............................................................................................. 35
SUBSECTION VII - JURY LEAVE & COURT APPEARANCES .......................................................... 36
SUBSECTION VIII - INJURY LEAVE (SWORN POLICE AND FIRE EMPLOYEES ONLY) ................. 37
SUBSECTION IX - ADDITIONAL LEAVES OF ABSENCE ................................................................ 38
SUBSECTION X - EMERGENCY LEAVE ......................................................................................... 38
APPENDIX A – GENERAL EMPLOYEE PAY PLAN (GEPP)........................................................... 31
APPENDIX B – APPOINTED EMPLOYEES BY DEPARTMENT ..................................................... 40
APPENDIX C – ELECTED OFFICIALS SALARY SCHEDULE .......................................................... 43
APPENDIX D- UTAH STATE RETIREMENT CONTRIBUTIONS ................................................... 44
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
FY2026-2027 COMPENSATION PLAN FOR NON-REPRESENTED EMPLOYEES
of SALT LAKE CITY CORPORATION
EFFECTIVE DATE
The provisions of this plan shall be effective commencing June 21, 2026, 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, and 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 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
City Council.
2
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.
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.
3
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; 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.
4
B. Salary Schedules
1. Except as otherwise noted in this section, employees covered
under this plan shall be paid base wages or salaries within the
ranges established as part of the General Employee Pay Plan
attached as Appendix “A.”
2. Appointed department directors, deputy department directors,
division directors, Justice Court Administrator, Justice Court Judge
and executive staff shall be paid base salaries within the ranges
specified in the Appointed Pay Plan attached as Appendix “B.”
3. 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.
4. Elected officials shall be paid annual compensation according to
the schedule attached as Appendix "C."
C. Other Compensation
The Mayor or 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 2026-2027
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.
5
A. Employer-Paid Contributions. Effective July 1, 2026, the City will offer two
high‑deductible health plan (HDHP) options under the group medical
program. The City’s contribution toward the total premium will be based
on the plan option selected by the employee. Employees may choose
between:
• Summit Star 1 HDHP – a high‑deductible option with a higher employee
premium and a lower deductible/out‑of‑pocket structure.
• Summit Star 2 HDHP – a high‑deductible option with a lower employee
premium and a higher deductible/out‑of‑pocket structure.
The City will provide a fixed employer contribution amount toward the
total medical premium, and employees are responsible for any remaining
premium cost based on the plan they choose. 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,
2026.
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:
6
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 2026-2027 fiscal year retirement contribution rates for all
employees, including elected officials, are shown in Appendix “D.”
SECTION III: WORK HOURS, OVERTIME & OTHER PAY ALLOWANCES
SUBSECTION I – WORK HOURS
A. The City’s standard work week begins Sunday at 12:00am and ends the
following Saturday at 11:59pm. Alternatives to the standard work week may
be authorized and adopted for specific work groups, such as:
1. The standard work schedule for combat Fire Battalion Chiefs,
which includes two consecutive 24-hour shifts immediately followed by
96 hours off.
SUBSECTION II- OVERTIME COMPENSATION
A. Overtime Compensation. The City will pay non-exempt employees
overtime compensation as required by the FLSA. The City will pay overtime
hours at 1 ½ times the employee’s regular hourly rate or, at the employee’s
request and with their department director’s approval, provide
compensatory time off at a rate of 1½ hours for each overtime hour in lieu
of overtime compensation.
1. Employees may accrue compensatory time up to a maximum
amount as determined by their department director.
2. The City may elect at any time to pay an employee for any or all
accrued compensatory hours.
3. The City will include only actual hours worked and holiday leave
hours when calculating overtime.
4. When used, vacation, personal leave, and compensatory time will
not be included in the calculation of overtime.
7
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, as a result of the emergency, 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 with the City will receive $100; and,
8
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 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 on-call 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. This provision does not apply for remote
work assignments.
Employees responding to a work-initiated phone call or virtual
meetings for more than 5 minutes when off duty will be
compensated in a minimum increment of 15 minutes straight time,
or overtime if applicable. Calls, virtual meetings, or similar contacts
of 5 minutes or less are considered insubstantial.
If the City notifies an employee that the callback has been cancelled
before the employee arrives at the employee’s work location, the
employee will receive a minimum of one (1) hour 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
9
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 Employees: 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 on-call
status; or two (2) hours straight time pay for each 12-hour period of on-
call 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 their 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.
b. Additional Calls to Work. An eligible employee will be paid an
additional guaranteed minimum of two (2) hours, which may
10
include any combination of hours worked and/or non-worked
straight-time pay, for each additional occasion they are called to
work during the same twenty-four (24) or twelve (12) hour on-call
period.
c. Exclusion for Snow Fighters. Any employee in the snow fighter
assignment is ineligible to receive on-call pay when called back to
fight snow.
d. Employees responding to a work-initiated phone call or virtual
meetings for more than 5 minutes when on-call will be
compensated in a minimum increment of 15 minutes straight
time, or overtime if applicable. Calls, virtual meetings, or similar
contacts of 5 minutes or less are considered insubstantial.
e. Cancelled Call: If the City notifies an employee who has been
called to a work location that they are no longer needed before
the employee arrives at the employee’s work location, the
employee will receive a minimum of one (1) hour straight time
pay.
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 on-call 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. Special Event Pay for Police Sergeants. Special event pay assignments
are defined as extra hours assigned outside of a sergeant’s normally
scheduled work shifts for work assignments to attend to duties related to
special events such as parades and marathons. These assignments do not
include extension or carryover of the sergeant’s normally scheduled work
shifts.
1. Sergeants assigned to work Special Event Pay Assignments beyond
their regularly scheduled workweek will be paid at the overtime rate
with a minimum of three (3) hours compensation.
D. Shift Differential, not including Police Sergeants & Lieutenants or 911
Dispatch Communication Supervisors. Only non-exempt employees are
11
eligible to receive a shift differential.
1. The City will include all shift differential when computing overtime.
An employee who receives snow fighter pay assignment pay is eligible to
also receive shift differential.
2. 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. The City will pay an hourly
shift differential equivalent to 3% for all hours worked on Saturdays and
Sundays between 6:00 a.m. and 5:59 p.m.
3. An employee assigned to an approved 12 hour graveyard shift that
starts at 6:00 p.m. and who works continuous hours in excess of 12
hours will continue to receive the 7.5% shift differential for those
continuous hours assigned and worked.
E. Shift Differential for 911 Dispatch Communication Supervisors. Only
non-exempt 911 Dispatch Communications Supervisors are eligible to
receive a shift differential.
1. The City will include all shift differential when computing overtime.
2. 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 7:00 p.m. and 6:59 a.m. The City will pay an hourly
shift differential equivalent to 3% for all hours worked on Saturdays and
Sundays between 7:00 a.m. and 6:59 p.m.
3. An employee assigned to an approved 12 hour graveyard shift that
starts at 7:00 p.m. and who works continuous hours in excess of 12
hours will continue to receive the 7.5% shift differential for those
continuous hours assigned and worked.
F. Shift Differential for Police Sergeants & Lieutenants: The City will pay
Police sergeants and lieutenants shift differentials as follows:
1. Day Shift: Police sergeants and lieutenants whose assigned shift
begins from 0500 hours to 1159 hours, shall be paid their base pay rate
without shift differential.
12
2. Swing Shift: Police sergeants and lieutenants whose assigned shift
begins from 1200 hours to 1759 hours, shall be paid an additional 2.5%
of their base hourly rate of pay.
3. Graveyard Shift: Police sergeants and lieutenants whose assigned
shift begins from 1800 hours to 0459 hours, shall be paid an additional
5% of their base hourly rate of pay.
4. Police sergeants and lieutenants who take vacation, holiday, or
sick leave will be compensated with the shift differential that they
would have received if they had worked their regularly scheduled shift.
5. Shift differential shall not be applied to compensation of vacation
or sick leave upon termination of employment for retirement or any
other reason.
G. K-9 Squad Allowance: Police sergeants assigned to the K-9 squad will be
compensated as follows:
1. Police sergeants will receive two hours per work week 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 will receive 2.3 hours per work week, at the rate
of one-and-one-half (1½) times their base wage rate, to care for the
police service dog.
H. 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.
13
I. Snow Fighter Pay. The City will pay employees designated in writing by
the department head, or designee, as part of the snow fighter assignment a
pay differential equal to 15% of an eligible employee’s regular weekly base
pay for their availability to respond to snow calls during the designated
snow season. 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 $20.00 when an employee works
two or more hours consecutive to their normally scheduled shift.
Employees may also be eligible to receive $20.00 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
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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 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.
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, the Justice Court
Administrator 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, the City will provide a monthly uniform
allowance as follows:
1. 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.
2. Police: Police sergeants and lieutenants in uniform assignments,
as determined by their bureau commander, will be enrolled in the
department’s quartermaster system.
a. The quartermaster system will operate as follows:
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i. Necessary uniform and equipment items, including patrol
uniforms, detective uniforms, duty gear, footwear, cold-
weather gear, headwear, etc. will be provided by the
department’s quartermaster pursuant to department policy.
ii. A full inventory of items that the quartermaster will provide
within the quartermaster system and the manner in which
they will be distributed will be stated in department policy.
iii. Police sergeants and lieutenants in the quartermaster
system will be paid the sum of Two Hundred Dollars ($200)
each fiscal year for the purpose of independently purchasing
any incidental uniform item or equipment not provided by the
quartermaster system. Payment will be
made each year on the first day of the pay period that includes
August 15.
b. The City will provide for the cleaning of uniforms as described
in Police Department policy.
c. Police sergeants and lieutenants in plainclothes assignments,
as determined by their bureau commander, are provided with a
clothing and cleaning allowance totaling $39.00 per pay period.
Sergeants and lieutenants 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.
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F. Other Allowances. The Mayor or the City Council may, within budgeted
appropriations, authorize the payment of other allowances .
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. Current department heads, along with the Mayor’s Chief of
Staff and the Executive Director of the City Council office shall receive a
severance benefit equal to three (3) month’s base salary, plus one (1)
additional month of base salary for each year of continuous City service,
up to a maximum of three (3) additional months. The total severance
benefit will not exceed six (6) month’s base salary.
2. Department Deputy Directors appointed on or after January 1,
2000, shall receive severance pay equal to two (2) month’s base salary,
plus (1) additional month of base salary for each year of continuous City
service, up to a maximum of two (2) additional months. The total
severance benefit will not exceed four (4) month’s base salary.
3. Current appointed employees who are not department heads or
department deputy directors, shall receive a severance benefit equal to
one week’s base salary for each year of continuous City employment,
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:
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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.
SECTION IV: HOLIDAY, VACATION & LEAVE ACCRUAL
Benefit-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 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
employees, unless specified below. Effective January 1, 2027, a paid holiday
for a full time employee is the equivalent of 8 hours pay unless specified
18
below. Employees whose regularly scheduled shift is longer than 8 hours
and who take a holiday will be required to use banked holiday hours,
accrued personal leave, vacation, or compensatory time earned to account
for the difference between their regularly scheduled shift and the 8 hour
paid holiday. If an employee has exhausted leave time, the difference in
hours will be considered unpaid. Alternatively, with supervisor approval, an
employee may be allowed to work additional hours during the week or
change their schedule for that week to five 8-hour days. 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.
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.
NOTE: Justice Court employees will recognize and observe holidays determined by
the Utah State of Courts. In addition to the Utah State Court holidays, Justice Court
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employees will receive 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. Banked holiday hours: When a non-exempt employee works on a
designated holiday or the observed holiday occurs on the employee’s
regular day off, the employee can choose to:
1. Be paid for the holiday in addition to their hours worked for the week.
2. Bank the holiday for future use. Non-exempt employees may elect to
maintain a bank of up to 50 hours of accrued holiday. Banked holiday
hours may be used in no fewer than 0.25 hour increments. Upon
separation of employment, an employee will be compensated for their
banked holiday time up to the maximum accumulation above. Such
payment does not count as hours worked.
3. With supervisor approval, an employee may adjust their schedule to
take the holiday on a different day during the week.
D. 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.
E. 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 Holiday Hours Worked: When a day
designated as a holiday falls on a scheduled workday, a Police sergeant or
lieutenant may elect to take the day off work and be paid the 8-hour holiday
pay, subject to the approval of their supervisor, or receive their regular
wages for such days worked and designate an alternate day off work up to
8 hours to celebrate the holiday. For a Police sergeant whose assignment
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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 Accrued Holiday Leave Payout: Police
sergeants and lieutenants 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 or lieutenant who is transferred or promoted
to a higher-level position within the department, including Police
Commander, Deputy 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.
G. 911 Dispatch Communications Supervisor Holiday Hours Worked:
Effective January 3, 2027, in lieu of holidays, all full-time 911 Dispatch
Communications Supervisors will accrue six (6) hours per pay period,
excluding the 27th pay period. Holiday accrual shall be maintained in an
account that is a separate holiday accrual bank. The maximum
accumulation of holiday bank accrual is 156 hours at any one time, and
thereafter there is no more accrual or compensation received.
H. 911 Dispatch Communications Supervisor Accrued Holiday Leave
Payout: A 911 Dispatch Communications Supervisor who retires or
separates from City employment for any reason shall be compensated for
any holiday time accrued and unused up to the 156 hours. When paid out,
holiday time does not count as hours worked for the purpose of calculating
overtime.
1. Any supervisor who is transferred or promoted to a higher-level
position within the department, including 911 Communications Bureau
Assistant Director or 911 Dispatch Director, 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 up to 156 hours.
SUBSECTION II - VACATION LEAVE
The City will pay eligible employees their regular salaries during vacation periods
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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 on
eligible years of service credit and may accumulate vacation hours,
according to the vacation accrual schedule.
Months of
Eligible Service
Credit
Hours of
Vacation
Accrued Per
Year
Hours Accrued
Per Pay Period
Annual Maximum
Carryover Limits
0 months to 36
months
97 3.73
240 hours 37 months to 72
months
115 4.42
73 months to 108
months
125 4.81
109 months to
144 months
144 5.54
280 hours 145 months to
156 months
160 6.15
157 months to
180 months
160 6.15
320 hours 181 months to
228 months
176 6.77
229 months or
more
200 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,
Justice Court judges and the Justice Court Administrator will accrue 7.69 hours
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each bi-weekly pay period and an annual maximum carryover limit of 320
hours without regard to years of eligible service.
2. Fire battalion chiefs in the Operations Division of the Fire Department
will accrue vacation leave and may accumulate vacation hours,
according to the vacation accrual schedule.
Months of
Eligible Service
Credit
Hours of
Vacation
Accrued Per
Year
Hours Accrued
Per Pay Period
Annual Maximum
Carryover Limits
0 months to 36
months
144 5.54 15 combat shifts
37 months to 72
months
168 6.46
73 months to 108
months
192 7.38
109 months to
144 months
216 8.31 17.5 combat shifts
145 months to
168 months
240 9.23
169 months to
228 months
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10.15 20 combat shifts
229 months or
more
300 11.54
For purposes of this subsection, “combat shifts” means “24-hour”.
D. For any plan year in which there are 27 pay periods, no vacation leave
hours will be awarded in the 27 th pay period.
F. For purposes of leave accrual, Human Resources shall establish an
employee’s time off service date in accordance with City policy. The
employee’s accrual rate applies to vacation leave, personal leave, and short-
term disability benefits only.
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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 continuous service date in Workday 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. Any unused vacation balance, up to the
employee’s annual maximum carryover limit, will be paid out at the
employee’s base hourly rate upon termination of employment, including
retirement. Vacation hours accrued above the employee’s annual
maximum carryover limit will be forfeited.
K. Vacation Allowance: As a new hire recruiting incentive, Human
Resources may approve a department director’s request to provide an
allowance of up to 80 hours of vacation leave. The Mayor (or Mayor’s
Designee) or City Council may authorize up to an additional 40 hours (120
hours total) 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 unpaid leave of absence.
However, employees on 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
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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 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:
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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 fewer 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
26
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
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 workday) 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
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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.
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.
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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
their 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 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:
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Retirement Month 50% sick leave will be:
January 1st – June 30th
Contributed to Post-employment 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.
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 City
Service
Hours of
Personal
Leave
Fewer than 6 40
Fewer than 24 60
24 or more 80
Employees hired during the plan year are provided with 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
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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. Annual Maximum Carryover Limit. 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.
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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. Requests for this lea ve 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 Chief
Human Resources Officer (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
32
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 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
33
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, legal adoption,
court-ordered foster care placement or court-ordered guardianship are
entitled to paid parental recovery and/or bonding leave in accordance with
City policy.
B. Parental Leave for a birthing parent: A birthing parent may take up to six
consecutive weeks of Recovery Leave for physical recovery. Recovery Leave
begins on the date of the child’s birth and must be taken continuously.
1. A birthing parent may take an additional 240 hours (or, 336 hours
for Fire Operations employees) of Bonding Leave per rolling 12-
month period to bond with and care for a child.
C. Parental Leave for a non-birthing parent including employees who become
parents through legal adoption, court-ordered foster care or court-ordered
guardianship: A non-birthing parent may take up to 240 hours (or, 336
hours for Fire Operations employees) of Bonding Leave per rolling 12-
month period to bond with and care for a child.
SUBSECTION V – BEREAVEMENT LEAVE
A. Family Bereavement Leave: In the event of death of an immediate
family member including a(n): current spouse, domestic partner, or
adult designee; child who is not otherwise defined in subsection V(G);
parent (including “in loco parentis” narrowly construed), 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
who is not otherwise defined in subsection V(G); 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.
34
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.
35
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.
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.
G. Parental Bereavement Leave: Parental bereavement leave is
administered independently from any other type of leave, including
Family Bereavement Leave, and provides a maximum of ten (10)
working days (or two shifts for employees working in Operations within
the Fire Department) of paid leave for full-time employees in the event
of a qualifying child’s death.
i. A qualifying child means a biological, adopted, or foster child, a
stepchild, a legal ward, or a child of a person standing in loco
parentis. The qualifying child must be
1. under age 18; or,
2. 18 or older and incapable of self-care because of a physical
or mental disability.
ii. Leave hours do not need to be used continuously but must be
used within one calendar year of death.
iii. For clarity, parental bereavement leave is not provided in addition
to Family 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/Space 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 their duties and service 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
36
States Marine Corps, United States Air/Space 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. 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 their regular working hours
from the City, the employee must return to and carry on their 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 proceedings made while on
duty will be compensated as normal hours worked.
2. In the event an appearance extends beyond the end of an
employee's regularly scheduled shift, time will be counted as normal
work time for the purpose of computing an employee's overtime
compensation.
3. Employees are entitled to retain statutory witness fees paid for
service in a federal, state, or justice court.
4. Appearances made while off-duty will be compensated as follows:
(a) The City will pay employees for two hours of preparation plus
37
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 proceedings 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 not exceed the total of $7,500 per employee per injury, unless
38
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 Chief Human Resources Officer, 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, personal leave 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.
39
APPENDIX A - SALT LAKE CITY CORPORATION
GENERAL EMPLOYEE PAY PLAN (GEPP)
Effective June 21, 2026
GRADE MINIMUM CITY MARKET MAXIMUM GRADE MINIMUM CITY MARKET MAXIMUM
700 $13.15 $70.00 700 $27,370 $88,149
N10 $13.97 $18.25 $22.52 E19 $45,009 $59,466 $73,923
N11 $14.65 $19.16 $23.67 E20 $47,291 $62,002 $76,713
N12 $15.39 $20.29 $25.18 E21 $47,707 $65,069 $82,431
N13 $16.16 $21.13 $26.10 E22 $50,150 $68,389 $86,627
N14 $16.96 $22.10 $27.24 E23 $52,641 $71,825 $91,009
N15 $17.80 $23.39 $28.98 E24 $55,269 $75,376 $95,482
N16 $18.69 $24.76 $30.83 E25 $58,013 $79,123 $100,232
N17 $19.64 $25.77 $31.90 E26 $60,941 $83,111 $105,281
N18 $20.62 $27.38 $34.14 E27 $63,938 $87,284 $110,630
N19 $21.65 $28.60 $35.54 E28 $67,121 $91,689 $116,257
N20 $22.74 $29.81 $36.88 E29 $70,533 $96,289 $122,044
N21 $22.93 $31.29 $39.64 E30 $74,038 $101,096 $128,154
N22 $24.12 $32.89 $41.65 E31 $77,750 $106,169 $134,587
N23 $25.31 $34.53 $43.75 E32 $81,624 $111,449 $141,274
N24 $26.58 $36.24 $45.90 E33 $85,728 $117,052 $148,376
N25 $27.89 $38.04 $48.19 E34 $90,017 $122,909 $155,800
N26 $29.29 $39.95 $50.61 E35 $94,490 $129,042 $163,593
N27 $30.74 $41.97 $53.19 E36 $99,217 $135,498 $171,779
N28 $32.28 $44.09 $55.89 E37 $104,197 $142,265 $180,333
N29 $33.91 $46.30 $58.68 E38 $109,409 $149,379 $189,349
N30 $35.60 $48.61 $61.61 E39 $114,896 $156,848 $198,816
E40 $120,614 $164,690 $208,757
E41 $126,655 $172,925 $219,195
Hourly Non-Exempt Rates Annual Exempt Rates
40
APPENDIX B – APPOINTED EMPLOYEES BY DEPARTMENT
Effective June 21, 2026
Salary Range Grade
Department Directors $170,000 - $425,000 A01
Deputy Department Directors $130,000 - $300,000 A02
Division Directors & Executive Staff $110,000 - $270,000 A03
Judges In accordance with city code 2.84.040, compensation of a judge of the justice
court shall be ninety percent (90%) of the salary of a district court judge.JC01
All other appointed employees Refer to General Employee Pay Plan (GEPP)
DEPARTMENT JOB TITLE GRADE
911 BUREAU
002626 911 Dispatch Director A01
AIRPORT
001551 Executive Director of Airports A01
000163 Airport Chief Financial Officer A02
002533 Airport Chief Operating Officer A02
000795 Director Airport Design & Construction Management A03
000794 Director of Airport Maintenance A03
000162 Director of Real Estate & Commercial Development A03
001365 Director of Airport Information Technology A03
001654 Director of Airport Planning & Capital Programming A03
001011 Director of Operations - Airport A03
002349 Director of Communications and Marketing - Airport A03
001989 Executive Assistant E26
CITY ATTORNEY
001553 City Attorney A01
001577 Deputy City Attorney A02
3041 Deputy Director of Operations and Administration A02
3040 City Prosecutor A03
000314 City Recorder A03
002923 Legislative Affairs Division Director A03
CITY COUNCIL
NO PROFILE Council Member-Elect N/A*
000021 Executive Director - City Council Office A01
000026 Deputy Director - City Council A02
001459 Council Legal Director A03
001980 Associate Deputy Director - City Council E37
002637 Legislative & Policy Manager E37
001954 Senior Public Policy Analyst E33
001895 Communications Director - City Council E31
002636 Public Engagement & Communications Specialist III E31
002472 Operations Manager & Mentor - City Council E31
000344 Public Policy Analyst E31
002355 Policy Analyst / Public Engagement E28
002358 Public Engagement / Communications Specialist II E28
002357 Constituent Liaison / Policy Analyst E27
002354 Constituent Liaison E26
3063 Public Engagement & Communications Specialist I E26
002353 Assistant to Council Executive Director E25
002351 Council Administrative Assistant E24
41
COMMUNITY & NEIGHBORHOODS
002060 Director of Community & Neighborhoods A01
002068 Deputy Director of Community & Neighborhoods A02
002562 Deputy Director of Community Services - Community & Neighborhoods A02
002312 Arts Division Director A03
006440 Building Official A03
004031 City Engineer A03
006401 Division Director of Housing & Neighborhood Development A03
002899 Division Director of Transportation A03
004165 Planning Division Director A03
002326 Youth & Family Division Director A03
001989 Executive Assistant E26
ECONOMIC DEVELOPMENT
001992 Director of Economic Development A01
002096 Deputy Director Economic Development A02
002545 Business Development Division Director A03
FINANCE
002091 Chief Financial Officer A01
002593 Deputy Chief Financial Officer A02
002342 City Treasurer A03
000504 Chief Procurement Officer A03
FIRE
008010 Fire Chief A01
001771 Assistant Fire Chief A02
001989 Executive Assistant E26
HUMAN RESOURCES
002475 Chief Human Resources Officer A01
002081 Deputy Chief Human Resources Officer A02
000337 Civilian Review Board Investigator E35
111001 Transition Chief of Staff N/A*
111002 Transition Communications Director N/A*
111003 Transition Executive Assistant N/A*
INFORMATION MGT SERVICES
001578 Chief Information Officer A01
002816 Deputy Chief Information Officer A02
JUSTICE COURT
001601 Justice Court Judge JC01
000539 Justice Court Administrator E37
MAYOR
000249 Chief of Staff A01
002470 Chief Administrative Officer A01
000897 Communications Director A03
002671 Deputy Chief Administrative Officer A03
001823 Deputy Chief of Staff A03
000002 Senior Advisor A03
002115 Communications Deputy Director E30
002536 Communications & Content Manager - Mayor's Office E30
002206 Policy Advisor E29
3064 REP Commission Policy Advisor E29
000898 Community Liaison E26
001989 Executive Assistant E26
001721 Office Manager - Mayor's Office E24
002526 Community Outreach Special Projects & Access Coordinator E24
001988 Administrative Assistant N19
002282 Consumer Protection Analyst N16
42
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.
POLICE
007010 Chief of Police A01
001275 Deputy Chief of Police A02
002524 Civilian Chief of Staff A03
002525 Internal Affairs Administrative Director A03
3034 Police Commander E36
001989 Executive Assistant E26
PUBLIC LANDS
002581 Director of Public Lands A01
002548 Deputy Director of Public Lands A02
002178 Golf Division Director A03
002405 Parks Division Director A03
002853 Urban Forestry Division Director A03
3019 Planning & Design Division Director A03
002330 Trails & Natural Lands Division Director A03
001989 Executive Assistant E26
PUBLIC SERVICES
000579 Director of Public Services A01
002506 Deputy Director, Public Services A02
002894 Safety & Security Director A03
002176 Facilities Division Director A03
002177 Fleet Division Director A03
002189 Streets Division Director A03
002327 Compliance Division Director A03
001795 City Architect A03
001989 Executive Assistant E26
PUBLIC UTILITIES
001552 Director of Public Utilities A01
000036 Deputy Director - Public Utilities A02
000037 Finance Administrator - Public Utilities A03
002092 Chief Engineer - Public Utilities A03
000039 Water Quality & Treatment Administrator A03
001989 Executive Assistant E26
REDEVELOPMENT AGENCY
002511 Director - Redevelopment Agency A01
002512 Deputy Director - Redevelopment Agency E37
SUSTAINABILITY
002036 Sustainability Director A01
002404 Sustainability Deputy Director A02
002186 Waste & Recycling Division Director A03
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APPENDIX C – ELECTED OFFICIALS SALARY SCHEDULE
Annual Salaries
Effective June 21, 2026
Except for leave time, benefits for the Mayor and City Council members are equivalent to
those provided to full-time employees.
As specified in Salt Lake City Ordinance 5 of 2026, Section 2.06.070, Council leadership are
offered an annual Leadership Stipend as outlined below:
Council Chair: $3,000
Council Vice Chair: $2,000
CRA Chair: $1,500
CRA Vice Chair: $1,000
Mayor $220,235
Council Members $55,058
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APPENDIX D - UTAH STATE RETIREMENT CONTRIBUTIONS for FY2026-2027
Tier 1 Defined Benefit System
System Employee
Contribution
Employer
Contribution Total
Public Employees Contributory System 6.0% 10.96% 16.96%
Public Employees Noncontributory
System
0% 14.97% 14.97%
Public Safety Noncontributory System 0% 46.71% 46.71%
Firefighters Retirement System 0% 17.05% 17.05%
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 3.11% 11.66%
Public Safety Noncontributory System 24.20% 22.51%
Firefighters Retirement System n/a 17.05%
Tier 2 Defined Benefit Hybrid System
System
Employee
Contribution
Employer
Contribution 401(k) Total
Public Employees Noncontributory
System 1.3% 13.19% 0% 14.49%
Public Safety Noncontributory System
1.95% (4.03%
city paid) 38.28% 0% 44.26%
Firefighters Retirement System 1.95% (4.03%
city paid) 14.08% 0% 20.06%
Tier 2 Defined Contribution Only
System
Employee
Contribution
Employer
Contribution 401(k) Total
Public Employees Noncontributory
System
0% 3.19% 10.00% 13.19%
Public Safety Noncontributory System 0% 24.28% 14.00% 38.28%
Firefighters Retirement System 0% 0.08% 14.00% 14.08%
45
Executive Non-Legislative
Position Employer Contribution
Public Employees Noncontributory
System
Department Heads, Mayor,
Mayor’s Chief of Staff, Chief
Administrative Officer, Justice
Court Administrator, 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 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 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
3.19% 10% 13.19%
Tier 2 Defined Benefit Hybrid System
Employer Employee Contribution Total
13.19% 1.3% 14.49%