Proposed Ordinance - 7/4/2021SALT LAKE CITY ORDINANCE
No. _____ of 2021
(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 Salt Lake City Corporation employees. Three copies
of said Compensation Plan shall be maintained in the City Recorder’s Office (whose permanent
office is located at 451 South State Street, Room 415, Salt Lake City, UT 84111 but whose office
is temporarily located at 349 South 200 East, Salt Lake City, UT 84111) for public inspection.
SECTION 2. APPLICATION. The attached Compensation Plan shall not apply to Salt
Lake City Corporation employees whose employment terminated prior to the effective date of
this ordinance.
SECTION 3. EFFECTIVE DATE. This ordinance shall be deemed effective on June 27,
2021.
Passed by the City Council of Salt Lake City, Utah, this _____ day of June, 2021.
______________________________
CHAIRPERSON
ATTEST:
CITY RECORDER
2
Transmitted to the Mayor on __________________________.
Mayor’s Action: _____Approved. _____Vetoed.
______________________________
MAYOR
ATTEST:
______________________________
CITY RECORDER
(SEAL)
Bill No. _____ of 2021.
Published: ____________________
Salt Lake City Attorney’s Office
Approved as to Form
Date: ______________________
By: __________________________
Jonathan Pappasideris
Jonathan pappasideris
ANNUAL COMPENSATION
PLAN for Non-Represented
Employees
FY2022
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FY 2022 COMPENSATION PLAN FOR NON-REPRESENTED
EMPLOYEES of SALT LAKE CITY CORPORATION
EFFECTIVE DATE
The provisions of this plan shall be effective commencing June 27, 2021, unless otherwise noted.
EMPLOYEES COVERED BY THIS PLAN
This plan applies to all full-time city employees. This plan does not apply to employees
classified as: seasonal, hourly, temporary, part -time or those covered by a memorandum
of understanding.
AUTHORITY OF THE MAYOR
Employees covered by this compensation plan may be appointed, classified, and advanced
under rules and regulations promulgated by the mayor within budget limitations
established by the city council.
Furthermore, the mayor may authorize leave not specified in this compensation plan to
provide for operational flexibility, so long as the additional leave does not exceed the
equivalent of eight hours of leave per employee, per year. However, with the exception of
a benefit created or expanded pursuant to Section IV, Subsection X (“Emergency Leave”),
the mayor may not otherwise create a new benefit or expand an existing benefit for
employees covered by this compensation plan if doing so will result in a direct,
measurable cost. A direct, measurable cost includes a circumstance where the total cost
of the new benefit or expansion of an existing benefit exceeds appropriated funds.
Further, city council input and approval is required if the creation of a new benefit has
policy implications or is already addressed in this compensation plan.
APPROPRIATION OF FUNDS
All provisions in this compensation plan are subject to the appropriation of funds by the city
council.
MODIFICATION, SUSPENSION, OR REVOCATION OF PROVISIONS
If a local emergency is declared, any provision in this compensation plan may be temporarily
modified, suspended, or revoked for the duration (or any portion thereof) of the period of local
emergency, if so authorized by the mayor and/or city council .
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SECTION I: DEFINITIONS
SUBSECTION I - DEFINITION OF TERMS
As used in this compensation plan:
1. “Appointed employees,” with the exception of justice court judges who are
covered under this plan, means employees who are "at-will" employees serving
at the pleasure of the mayor (or the city council if they are employees of the
Office of the City Council).
2. “Adult Designee” means any individual with whom an employee has a long-term,
committed relationship of mutual caring and support. The adult designee must
have resided in the same household with the eligible employee for at least the
past 12 consecutive months and must have common financial obligations with
the employee. The adult designee and the employee must be jointly responsible
for each other’s welfare.
3. "Exempt” refers to any employee who is not eligible to receive
compensation for overtime pursuant to the Fair Labor Standards Act of 1938.
4. “FLSA” means the Fair Labor Standards Act of 1938.
5. “Full-time employee” means employees whose positions regularly require more
than 30 hours per week on a full-time schedule.
6. "Non-Exempt” refers to an employee who is entitled to receive overtime
compensation pursuant to the FLSA.
SECTION II: EMPLOYEE WAGES, SALARIES & BENEFITS
SUBSECTION I - COMPENSATION PROGRAM & SALARY SCHEDULES
The city’s compensation system and program, in conjunction with this plan , is intended to
attract, motivate and retain qualified personnel necessary to effectively meet public service
demands.
A. Determination
1. The mayor shall develop policies and guidelines for the administration of the
pay plans.
2. To the degree that funds permit, employees shall be paid com pensation that:
a. Is commensurate with the skills and abilities required of the position;
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b. Achieves equal pay for equal work;
c. Attains comparability and is competitive with the compensation paid by
other public and/or private employers with whom the city compares
and/or competes for personnel recruitment and retention. The city shall
consider itself competitive when data indicates actual median employee
pay rates plus the overall additional economic value of benefits equals
at least 100% compared to market.
3. To the extent possible, market surveys shall be used to assess and evaluate the
city’s competitiveness with a cross section of organizations with whom the city
competes for personnel recruitment and retention. This may include one or
more of the following:
a. Compensation surveys, including actual pay and other cash allowances paid
to employees.
b. Benefits surveys, including paid leave, group insurance plans, retirement, and
other employer-provided and voluntary benefits.
c. Regular review of the city’s compensation plans and pay structures to
ensure salary ranges and regular pay practices provide for job growth and
encourage employee productivity.
B. Salary Schedules
1. All Employees covered under this plan (except for those designated as “Elected
Officials”) shall be paid base wages or salaries according to the General Employee
Pay Plan attached as Appendix “A.” Wages and salaries shall not be less than the
established range minimum or higher than the range maximum, unless otherwise
approved by the mayor or mayor’s designee.
2. Appointed Employees: The specific pay level assignments for Appointed
Employees are shown in Appendix “B.”
3. Elected Officials: Elected officials shall be paid annual compensation according
to schedule attached as Appendix "C."
C. Other Compensation
The mayor or the city council may distribute appropriated monies to city employees
as discretionary retention incentives or retirement contributions; or special lump
sum supplemental payments. Retention incentives or special lump sum payments
are subject to the mayor’s or city council’s approval.
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SUBSECTION II - EMPLOYEE COMPENSATION FOR FISCAL YEAR 2022
For employees covered under this plan, the city will increase each employee’s base pay by one
percent. Salaries for elected officials will, also, be increased by one percent.
The city’s living wage for regular, full-time employees is set and shall be no less than $15.11 per
hour.
SUBSECTION III - EMPLOYEE INSURANCE
The city will make available group medical, health and flex savings plans, dental, life,
accidental death & dismemberment, long-term disability insurance, voluntary benefits and
an employee assistance program (EAP) to all eligible employees and their eligible spouse,
adult designee, dependents and dependents of adult designee pursuant to city policy.
A. Employer-Paid Contributions. Effective July 1, 2021, the city’s contribution toward
the total premium for group medical will be 95% for the high -deductible Summit
Star Plan. For employees enrolled in the high-deductible Summit Star Plan, the city
will also contribute a one-time total of $750 into a qualified health savings account
(HSA) or a Medical Flex Account for those enrolled for single coverage and $1,500
for those enrolled for double or family coverage per plan year. Health savings
account or Medical Flex account contributions will be pro-rated for any employee
hired after July 1, 2021.
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 retiremen t program(s) under terms
and conditions established by the mayor and consistent with applicable law. Such
programs may include:
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1. The Utah State Public Employees (Contributory and Non-Contributory); Public
Safety Retirement Systems; or, the Utah Firefighters Retirement System; or,
2. Deferred compensation programs.
B. The 2021-2022 fiscal year retirement contribution rates for employees, including
elected officials, are shown in Appendix “D.”
SECTION III: WORK HOURS, OVERTIME & OTHER PAY ALLOWANCES
SUBSECTION I – WORK HOURS
A. The city’s standard work week begins Sunday at 12:00am and ends the following
Saturday at 11:59pm. Alternatives to the standard work week may be authorized and
adopted for specific work groups, such as:
1. The standard work schedule for combat Fire Battalion Chiefs, which includes
two consecutive 24-hour shifts immediately followed by 96 hours off.
SUBSECTION II- OVERTIME COMPENSATION
A. Overtime Compensation. The city will pay non-exempt employees overtime
compensation as required by the FLSA. The city will pay overtime hours at 1 ½ times
the employee’s regular hourly rate or, at the employee’s request and with their
department director’s approval, provide compensatory time off at a rate of 1½
hours for each overtime hour in lieu of overtime compensation.
1. Employees may accrue compensatory time up to a maximum amount as
determined by their department director.
2. The city may elect at any time to pay an employee for any or all accrued
compensatory hours.
3. The city will includ e only actual hours worked and holiday leave hours when
calculating overtime.
4. When used, personal leave and compensatory time will not be included in the
calculation of overtime.
5. The city will pay out all accrued compensatory hours whenever an employee’s
status or position changes from FLSA non-exempt to exempt.
B. Labor Costs— Declared Emergency— Overtime Compensation for FLSA Exempt
Employees. The city may pay exempt employees overtime pay for any hours
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worked over forty (40) hours in a workweek at a rate equivalent to their regular
base hourly rate of pay during periods of emergency. The city shall only make such
payment when all of the following conditions occur:
1. The mayor or the city council has issued a “Proclamation of Local Emergency”
or the city responds to an extraordinary emergency; and,
2. Exempt employees are required to work over forty (40) hours for one or more
workweek(s) during the emergency period: and,
3. The mayor and/or the city council approve the use of available funds to cover
the overtime payments.
The city shall distribute any overtime payments consistently with a pre -defined
standard that treats all exempt employees equitably. Hours worked under a
declared or extraordinary emergency must be paid hours and cannot be accrued as
compensatory time.
SUBSECTION III - LONGEVITY PAY
A. Eligibility. With the exception of elected officials, the city will pay a monthly
longevity benefit to full-time employees based on the most recent date an employee
began full -time employment as follows:
1. Employees who have completed six (6) consecutive years of employment
with the city will receive $50;
2. Employees who have completed ten (10) consecutive years of employment
with the city will receive $75;
3. Employees who have completed sixteen (16) full years of employment wit h
the city will receive $100; and,
4. Employees who have completed twenty (20) full years of employment with
the city will receive $125.
B. Pension Base Pay. Longevity pay will be included in base pay for purposes of
pension contributions.
C. Longevity While on an Unpaid Leave of Absence. Employees do not earn or
receive longevity payments while on an unpaid leave of absence. When an
employee returns from an approved unpaid leave of absence, longevity
payments will resume.
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SUBSECTION IV - WAGE DIFFERENTIALS & ADDITIONAL PAY
Eligible employees receive certain wage differentials as follows:
A. Call Back and Call Out Pay. Non-exempt employees will be paid Call Back or Call Out
pay based upon department director approval and the following guidelines:
1. Call Back Pay: Non-sworn, non-exempt employees who have been released
from normally scheduled work and standby periods, and who are directed
by an appropriate department head or designated representative to return
to work prior to their next scheduled normal duty shift, will be paid for a
minimum of three (3) hours straight-time pay and, in addition, will be
guaranteed a minimum four (4) hours work at straight-time pay.
2. Call Out Pay for Police Sergeants. Sergeants who have been released from
their scheduled work shifts and have been directed by an appropriate
division head or designated representative to perform work without at
least 24 hours advance notice or scheduling, shall be compensated as
follows:
a. Sergeants who are directed to report to work shall receive a
minimum of four (4) hours compensation at one and one-half times
their hourly wage rate, or one and one-half times their hourly wage
rate for actual hours worked, whichever is greater.
b. Sergeants who are assigned to day shift, and who are directed to
perform work within eight (8) hours prior to the beginning of their
regularly scheduled shift shall receive a minimum of four (4) hours
compensation at one and one-half times their hourly wage rate, or
one and one-half times their hourly wage rate for actual hours
worked, whichever is greater.
c. Sergeants who are assigned to afternoon or grave yard shifts, and who
are directed to perform work within eight (8) hours following the end
of their regularly scheduled shift shall receive a minimum of four (4)
hours compensation at one and one-half times their hourly wage rate,
or one and one-half times their hourly wage rate for actual
hours worked, whichever is greater.
B. Standby Pay : Non-exempt employees are eligible to receive Standby pay based
upon the following guidelines.
1. Standby for Non-Sworn Employees: Non-exempt, non-sworn employees
who have been released from normally scheduled work but have not
been released from standby status will be paid either two (2) hours of
straight time pay for each 24 hour period of limited standby status; or
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two (2) hours straight time pay for each 12-hour period of standby status
if they are Department of Airports or Public Utilities Department
employees.
a. First Call to Work. An eligible employee who is directed to return to
his or her normal work site during an assigned Standby period by a
department head or designated representative without advanced
notice or scheduling will be paid a guaranteed minimum of four (4)
hours, which may include any combination of hours worked and/or
non-worked straight-time pay.
b. Additional Calls to Work. An eligible employee will be paid an
additional guaranteed minimum of two (2) hours, which may include
any combination of hours worked and/or non-worked straight-time
pay, for each additional occasion he or she is called to work during
the same twenty-four (24) or twelve (12) hour standby period.
c. Exclusion for Snow Fighters. Any employee on standby as a member
of the Snow Fighter Corps shall not receive standby/on-call pay or
shift differential when on standby or called back to fight snow.
2. Standby for Police Sergeants: Police Sergeants directed by their division
commander or designee to keep themselves available for city service
during otherwise off-duty hours shall be compensated two (2) hours of
straight time for each 12-hour period of standby status. This
compensation shall be in addition to any callout pay or pay for time
worked the employee may receive during the standby period.
C. Extra-Duty Shifts for Police Sergeants. "Extra-duty shifts" are defined as scheduled or
unscheduled hours worked other than the sergeant's normally scheduled work shifts.
"Extra-duty shifts" do not include extension or carry over of the sergeant's normally
scheduled work shift.
1. Any sergeant required by the city to work extra-duty shifts shall receive
a minimum of three (3) hours compensation at one and one-half times
their regular base hourly rate, or time worked paid at one and one-half
times their regular hourly base wage rate, whichever is greater.
D. Shift Allowance, not including Police Sergeants & Lieutenants. Only non- exempt
employees who perform afternoon/ swing or evening shift work are eligible to
receive a shift allowance.
1. The city will include all shift allowance when computing overtime. An
employee who receives Snow Fighter Corps differential pay is not eligible to
also receive shift allowance.
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2. Day Shift: No allowance will be paid for work hours which are part of a
regular day shift.
3. Eligible Hours: For each non-day shift hour worked between the hours of
6:00 p.m. and 6:00 a.m., the city will pay an eligible non-exempt
employee a differential of $1.00 per hour.
E. Shift Differential for Police Sergeants & Lieutenants: The city will pay Police sergeants
& lieutenants shift differentials according to the shift actually worked. Actual shift
differential rates are determined as follows:
1. Day Shift: No differential pay for hours worked during day shift, which begins
at 0500 hours until 1159 hours.
2. Swing Shift: A differential of 2.5% in addition to the regular day rate shall be
paid for swing shift, which begins at 1200 hours until 1859 hours.
3. Graveyard Shift: A differential of 5.0% in addition to the regular day rate
shall be paid for graveyard shift, which begins at 1900 hours until 0459
hours.
F. Acting/Working out of Classification. A department head may elect to grant
additional compensation to an employee for work performed on a temporary basis,
whether in an acting capacity or otherwise, beyond the employee’s regular job
classification for any period lasting 20 or more working days. Unless approved by the
mayor or mayor’s designee, acting pay shall be limited to no more than 90 calendar
days from the start date and paid separately from regular earnings on each
employee’s wage statement. Compensation adjustments may be retroactive to the
start date of the temporary job assignmen t. Exceptions may be approved by the
mayor or mayor’s designee.
1. Acting pay shall be excluded when calculating any leave payouts,
including vacation, holiday, and personal leave.
G. Snowfighter Pay. The city will pay employees designated by the department head,
or designee, as members of the Snow Fighter Corps a pay differential equal to $200
per pay period for the snowfighter season not to exceed $2,000 during each fiscal
year for work related to snow removal. This pay shall be separate from regular
earnings on each employee’s wage statement.
SUBSECTION V - EDUCATION AND TRAINING PAY
A. Education Incentives. The mayor may adopt programs to promote employee
education and training, provided that all compensation incentives are authorized
within appropriate budget limitations established by the city council.
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1. Police Sergeants, Lieutenants, and Captains are eligible for a $500 per
year job-related training allowance.
2. Fire Battalion/Division Chiefs are eligible for incentive pay following
completion of degree requirements at a fully accredited college or
university and submission of evidence of a diploma to Human Resources.
The city will pay monthly allowances according to the educational degree
held, as follows:
Doctorate………….. $100.00
Masters………..…... $75.00
SUBSECTION VI – OTHER PAY ALLOWANCES
A. Meal Allowance. When approved by management, employees may receive meal
allowances in the amount of $10.00 when an employee works two or more hours
consecutive to their normally scheduled shift. Employees may also be eligible to
receive $10.00 for each additional four-hour consecutive period of work which is in
addition to the normally scheduled work shift.
1. Fire and police department employees shall be provided with adequate
food and drink to maintain safety and performance during emergencies
or extraordinary circumstances.
B. Business Expenses. City policy shall govern the authorization of employee
advancement or reimbursement for actual expenses reasonably incurred while
performing city business. Advance payment or reimbursement for expenses shall
be approved only when the amounts are documented and within the budget
limitations established by the city council.
C. Automobiles
1. The mayor may authorize, subject to the conditions provided in city
policy, an employee to utilize a city vehicle on a take-home basis and
may require an employee to reimburse the city for a portion of the
take -home vehicle cost as provided in city ordinance.
2. Employees who are authorized to use privately-owned automobiles for
official city business will be reimbursed for the operation expenses at the
rate specif ied in city policy.
3. The city will provide a car allowance to department directors, the mayor’s
chief of staff, the mayor’s chief administrative officer, up to three additional
employees in the mayor’s office, and the city council Executive Director at
a rate not to exceed $400 per month A car allowance may be paid to
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specific appointed employees at a rate not to exceed $400 per month as
recommended by the mayor and approved by the city council.
D. Uniform Allowance. The city will provide employees who are required to wear
uniforms in the performance of their duties a monthly uniform allowance as
follows:
1. Parking Enforcement Field Supervisor—$65.00
2. Non-sworn Police and Fire Department
employees—$65.00
3. Watershed Management Division
employees—$65.00
4. Fire: Battalion Chiefs will be provided uniforms and other job-related
safety equipment, as needed. Employees may select uniforms and
related equipment from an approved list. The total allowance provided
shall be $600 per year, or the amount received by firefighter employees,
whichever is greater. Appointed employees shall be provided uniforms
or uniform allowances to the extent stated in Fire department policy.
a. Dangerous or contaminated safety equipment shall be cleaned,
repaired, or replaced by the Fire department.
5. Police: Police sergeants, lieutenants, and captains in uniform
assignments, as determined by their bureau commander, will be
enrolled in the department’s quartermaster system.
a. The quartermaster system will operate as follows:
i. Necessary uniform and equipment items, including patrol
uniforms, detective uniforms, duty gear, footwear, cold-
weather gear, headwear, etc. will be provided to Police
sergeants, lieutenants, and captains by the department’s
quartermaster pursuant to department policy.
ii. A full inventory of items that the quartermaster will
provide to Police sergeants, lieutenants and captains within
the quartermaster system and the manner in which they
will be distributed will be stated in department
policy.
iii. Police sergeants, lieutenants and captains in the
quartermaster system will be paid the sum of One
Hundred Dollars ($100) each fiscal year for the purpose of
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independently purchasing any incidental uniform item or
equipment not provided by the quartermaster system.
Payment will be made each year on the first day of the
pay-period that includes August 15.
b. The city will provide for the cleaning of uniforms as described in
Police department policy.
c. Police sergeants, lieutenants, and captains in plainclothes
assignments, as determined by their bureau commander, are
provided a clothing and cleaning allowance totaling $39.00 per pay
period. Sergeants, lieutenants, and captains who are transferred
back to a uniform assignment will return to the quartermaster
system upon transfer.
d. Uniforms or uniform allowances for appointed Police employees will
be provided to the extent stated in Police department policy.
E. Allowances for Certified Golf Teaching Professionals. The mayor may, within
budgeted appropriations and as business needs indicate, authorize golf lesson
revenue sharing between the city and employees recognized as Certified Golf
Teaching Professionals as defined in the Golf Division’s Golf Lesson Revenue
Policy. Payment to an employee for lesson revenue generated shall be
reduced by: 1) a ten (10%) percent administrative fee to be retained by the
Golf division, and 2) the employee’s payroll tax withholding requirements in
accordance with applicable law.
F. Other Allowances. The mayor or the city council may, within budgeted
appropriations, authorize th e payment of other allowances in extraordinary
circumstances (as determined by the mayor or the city council).
SUBSECTION VII - SEVERANCE BENEFIT
Subject to availability of funds, any current appointed employee who is not retained, not
terminated for cause and who is separated from city employment involuntarily shall receive
severance benefits based upon their respective appointment date.
A. Severance benefits shall be calculated using the employee’s salary rate in effect on the
employee’s date of termination. Receipt of severance benefits is contingent upon
execution of a release of all claims approved by the city attorney’s office.
1. Employees appointed on or after January 1, 1989 and before January 1,
2000 shall receive a severance benefit equal to one months’ base salary
for each continuous year of city employment in an appointed status
before January 1, 2000. Severance shall be calculated on a pro-rata basis
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for a total benefit of up to a maximum of six m onths.
2. Current department heads, along with the mayor’s chief of staff and
the executive director of the city council office, appointed on or after
January 1, 2000 shall receive a severance benefit equal to two month’s
base salary after one full year of continuous city employment in an
appointed status; four months’ base salary after two full years of
continuous city employment in an appointed status; or, six months’ base
salary after three full years or more of continuous city employment in an
appointed status.
3. Current appointed employees who are not department heads, and who
were appointed on or after January 1, 2000 shall receive a severance
benefit equal to one week’s base salary for each year of continuous city
employment in an appointed status, calculated on a pro-rata basis, for a
total benefit of up to a maximum of six weeks.
B. Leave Payout: Appointed employees with leave hour account balances under
Plan A or Plan B shall, in addition to the severance benefit provided, receive a
severance benefit equal to the “retirement benefit” value provided under the
leave plan of which they are a participant (either Plan A or Plan B), if
separation is involuntary and not for cause.
C. Not Eligible for Benefit . An appointed employee is ineligible to be paid
severance benefits under the following circumstances:
1. An employee who, at the time of termination of employment, has been
convicted, indicted, charged or is under active criminal investigation
concerning a public offense involving a felony or moral turpitude. This
provision shall not restrict the award of full severance benefits should
such employee subsequently be found not guilty of such charge or if the
charges are otherwise dismissed.
2. An employee who has been terminated or asked for a resignation by the
mayor or department director under bona fide charges of nonfeasance,
misfeasance or malfeasance in office.
3. An employee who fails to execute a Release of All Claims approved by the
city attorney’s office, where required as stipulated above.
4. An employee who is hired into another position in the city prior to their
separation date.
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In the event an employee is hired into another position in the city after
their separation date and prior to the expiration of the period of time for
which the severance benefit was provided, the employee is required to
reimburse the City (on a pro-rata basis) for that portion of the severance
benefit covering the period of time between the date of rehire and the
expiration of the period of time for which the severance benefit was
provided.
SECTION IV: HOLIDAY, VACATION & LEAVE ACCRUAL
Benefits-eligible employees shall receive pay for holidays, vacation and other leave as provided
in this section. Employees do not earn or receive holiday and vacation benefits while on unpaid
leave of absence. However, employees on an unpaid military leave of absence may be entitled
to the restoration of such leave benefits, as required by applicable law.
SUBSECTION I – HOLIDAYS
A. The following days are recognized and observed as holidays for covered
employees. Eligible employees will receive pay for non-worked holidays equal
to their regular rate of pay times the total number of hours which make a
regularly scheduled shift. Except as otherwise noted in this subsection, an
employee may not bank a worked holiday.
1. New Year's Day, the first day of January.
2. Martin Luther King, Jr. Day, the third Monday of January.
3. President's Day, the third Monday in February.
4. Memorial Day, the last Monday of May.
5. Independence Day, July 4.
6. Pioneer Day, July 24.
7. Labor Day, the first Monday in September.
8. Columbus Day, the second Monday of October (only for eligible employees
assigned to the Justice Court)
9. Veteran's Day, November 11.
10. Thanksgiving Day, the fourth Thursday in November.
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11. The Friday after Thanksgiving Day (excluding employees assigned to the
Justice Court)
12. Christmas Day, December 25.
13. One personal holiday per calendar year, taken upon request of an
employee and as approved by a supervisor.
B. When any holiday listed above falls on a Sunday, the following business day is
considered a holiday. When any holiday listed above falls on a Saturday, the
preceding business day is considered a holiday. In addition to the above, any day
may be designated as a holiday by proclamation of the mayor or the city council.
C. All holiday hours, including personal holidays, must be used in no less than
regular full day or shift increments.
1. A Fire battalion/division chief may be allowed to use a holiday in
less than a full shift increment only when converting from a
“support” to “operations” work schedule results in the creation of a
half-shift.
D. No employee will receive more than the equivalent of one workday or a regular
scheduled shift as holiday pay for a single holiday. Employees must either work
or be in an authorized paid leave status a working day before and a working day
after the holiday to qualify for holiday pay.
1. An employee who is off work and in a paid status covered by short-term
disability or parental leave receives regular pay as a benefit and,
therefore, is not entitled to bank a holiday while off work.
E. Holiday Exceptions: Except for employees assigned to the Justice Court, an
eligible employee may observe the Friday after Thanksgiving Day up to 50 days
prior to the actual holiday with prior management approval. For Columbus Day,
which is limited only to employees assigned to the Justice Court, an employee
may observe the holiday up to 50 days following the actual holiday.
F. Police Sergeant, Lieutenant, & Captain Holiday Hours Worked: When a day
designated as a holiday falls on a scheduled work day, a Police sergeant,
lieutenant, or captain may elect to take the day off work, subject to the approval
of their supervisor, or receive their regular wages for such days worked and
designate an alternate day off work to celebrate the holiday. For a Police
sergeant whose assignment requires staffing on either the graveyard shift prior
to, or the day and afternoon shift on Thanksgiving Day or Christmas Day, all
hours worked will be compensated at a rate of one-and-one-half (1 ½) times the
employee’s regular base wage rate.
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G. Police Sergeant, Lieutenant, & Captain Accrued Holiday Leave Payout: Police
sergeants, lieutenants, and captains who retire or separate from city
employment for any reason shall be compensated for any holiday time accrued
and unused during the preceding 12 months. Employees will not be
compensated for any unused holiday time accrued before the 12 months
preceding the employee’s retirement or separation.
1. Any Police sergeant, lieutenant, or captain who is transferred or promoted
to a higher level position within the department, including Deputy Chief,
Assistant Chief, or Police Chief, or to a position in another city department
will be paid out at their current base pay rate for any holiday time accrued
and unused during the preceding 12 months.
SUBSECTION II - VACATION LEAVE
The city will pay eligible employees their regular salaries during vacation periods earned and
taken in accordance with the following provisions. Except as provided for expressly in either city
policy or this plan, vacation leave hours are ineligible to be cashed out or used to exceed the
total number of hours for which an employee is regularly compensated during a work week or a
pay period.
Vacation hours may be used on the first day of the pay period following the period in which
the vacation hours are accrued.
A. Full-Time employees and appointed employees (except for those noted in
paragraphs B and C of this subsection) accrue vacation leave based upon years of
city service as follows:
Years of Hours of Vacation
Accrued Per Bi-weekly
City Service Pay Period
0 to end of year 3 3.73
4 to end of year 6 4.42
7 to end of year 9 4.81
10 to end of year 12 5.54
13 to end of year 15 6.15
16 to end of year 19 6.77
20 or more 7.69
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B. Department directors, the mayor’s chief of staff, the mayor’s chief administrative
officer, up t o two additional senior positions in the mayor’s office as specified by the
mayor, the executive director of the city council, and justice court judges will accrue
7.69 hours each bi-weekly pay period.
C. Fire battalion chiefs in the Operations division of the Fire department will
accrue vacation leave according to the following schedule:
Years of Accrued Hours of Vacation Per
City Service Pay Period
0 to end of year 3 5.54
4 to end of year 6 6.46
7 to end of year 9 7.38
10 to end of year 12 8.31
13 to end of year 14 9.23
15 to end of year 19 10.15
20 or more 11.54
D. For any plan year in which there are 27 pay periods, no vacation leave hours will be
awarded in the 27th pay period.
E. Years of city service are based on the most recent date the person became a full-time
salaried employee.
F. Full-time employees re-hired by the city are eligible to receive prior service
credit for previous full-time city employment and time worked with other public
jurisdictions without a break in service. Prior service credit is applicable for
vacation accrual, personal leave accrual, short-term disability benefits, layoff,
and awarding of employee service awards and service certificates only. Prior
service credit does not apply to longevity pay.
G. Full-time and appointed employees (except those listed in Paragraph B of this
subsection) may accumulate vacations, according to the length of their full-time
years of city Service, up to the following maximum limits:
Up to and including 9 years Up to 30 days/ 15 shifts/ 240 hours
After 9 years Up to 35 days/ 17.5 shifts/ 280 hours
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After 14 years Up to 40 days/ 20 shifts/ 320 hours
For purposes of this subsection, "days" means "8-hour" days and “shifts” means
“24-hour” combat shifts.
H. Department directors and those included in Paragraph B of this subsection may
accumulate up to 320 hours of vacation without regard to their years of employment
with the city.
I. Any vacation accrued beyond the allowable maximums will be deemed forfeited
unless used before the end of the calendar year in which the hours are accrued.
However, in the case of an employee’s return from an unpaid military leave of
absence, leave hours may be restored according to requirements under applicable
law.
J. Vacation Payout at Termination : An employee separating from employment may not
exhaust more than 80 hours of any combination of accrued vacation, personal leave, or
banked (holiday or vacation) leave prior to their last day of employment. Employees
shall be paid at their base hourly rate for any unused accrued vacation leave time
following termination of employment, including retirement.
K. Vacation Allowance: As a recruiting incentive, the mayor or the city council may
provide a one-time allowance of up to 120 hours of vacation leave.
SUBSECTION III - SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE
Benefits in this section are for the purpose of income replacement for employees
during absence from work due to illness, accident or personal reasons. Some of
these absences may qualify under the Family and Medical Leave Act of 1993 (FMLA).
Although the city requires use of accrued paid leave prior to taking unpaid FMLA
leave, employees will be allowed to reserve up to 80 hours of non -lapsing leave as a
contingency for future use by submitting a written request to Human Resources.
Employees are not eligible to earn or receive leave benefits while on an unpaid leave
of absence.
However, employees on an unpaid military leave of absence may be entitled to the
restoration of such leave benefits, as provided by applicable law.
Employees hired on or after November 16, 1997 receive personal leave benefits
under Plan B. All other employees receive personal leave benefits pursuant to the
plan they participated in as of November 15, 1998. Employees hired before
November 16, 1997 shall receive personal leave benefits under Plan B if they
elected to do so during any city- established election period occurring in 1998 or
later.
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A. Plan “A ”
1. Sick Leave
a. Sick leave is provided for full-time employees under Plan “A” as insurance
against loss of income when an employee is unable to perform assigned
duties because of illness or injury. The mayor may e stablish rules
governing the interfacing of sick leave and workers’ compensation benefits
and avoiding, to the extent allowable by law, duplicative payments.
b. Each full-time employee accrues sick leave at a rate of 4.62 hours per pay
period. For any plan year in which there are 27 pay periods, no sick leave
hours will be awarded in the 27th pay period. Authorized and unused sick
leave may be accumulated from year to year, subject to the limitations of
this plan.
1. Sick Leave Accrual for Fire Battalion Chiefs – Each covered employee
shall be entitled to 15 days of sick leave each calendar year, except for
members of the Operations division who shall be entitled to 7.5 shifts
of sick leave each calendar year. The City shall credit a covered
employee’s sick leave account in a lump sum (either 15 days or7.5
shifts) during the first month of each calendar year. Authorized and
unused sick leave may be accumulated from year to year subject to the
limitations of this plan.
c. Under this Plan “A,” Full-Time employees who have accumulated 240
hours of sick leave may choose to convert up to 64 hours of the sick leave
earned and unused during any given year to vacation. Any sick leave used
during the calendar year reduces the allowable conversion by an equal
amount.
1. Sick Leave Conversion for Fire Battalion Chiefs – Fire Battalion Chiefs
who have accumulated 15 shifts (for Operations employees), or 240
hours (for non-Operations employees) may choose to convert a
portion of the year sick leave grant from any given year to vacation, as
follows—
Number of Sick Leave Shifts Used
During Previous Calendar Year
(Operations Only)
Number of Sick Leave Shifts
Available for Conversion
(Operations Only)
No shifts used 5 shifts
One shift used 4 shifts
Two shifts used 3 shifts
Three shifts used 2 shifts
Four shifts used 1 shift
Five or more shifts used No shifts
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Number of Sick Leave Shifts Used
During Previous Calendar Year
(Support Only)
Number of Sick Leave Shifts
Available for Conversion
(Support Only)
No days used 9 days
One day used 8 days
Two days used 7 days
Three days used 6 days
Four days used 5 days
Five or more days used 0 days
d. Conversion at the maximum allowable hours will be made unless the
employee elects otherwise. Any election by an employee for no
conversion, or to convert less than the maximum allowable sick leave
hours to vacation time, must be made by notifying the employee’s
department timekeeper or the city payroll administrator, in writing, not
later than the second pay period of the new calendar year (or the
November vacation draw for Fire Battalion Chiefs). Otherwise, the
opportunity to waive conversion or elect conversion other than the
maximum allowable amount will be deemed waived for that calendar
year. In no event may sick leave days be converted from other than the
current year's sick leave allocation.
e. Any sick leave hours, properly converted to vacation benefits as above
described, must be taken before any other vacation hours to which the
employee is entitled; however, in no event is an employee, upon the
employee’s separation from employment, entitled to any pay or
compensation for any sick leave converted to vacation. An employee
forfeits any sick leave converted to vacation remaining unused at the date
of separation from employment.
f. Sick Leave Benefits Upon Layoff. Employees who are subject to layoff
because of lack of work or lack of funds will be paid at 100% of their
hourly base wage rate as of the date of termination for each accumulated
unused sick leave hour.
2. Hospitalization Leave
a. Hospitalization leave is provided for full -time employees under Plan “A,” in
addition to sick leave authorized hereunder, as insuran ce against loss of
income when an employee is unable to perform assigned duties because of
scheduled surgical procedures, urgent medical treatment, or hospital
inpatient admission.
b. Employees are entitled to 30 days of hospitalization leave each calendar
year. Hospitalization leave does not accumulate from year to year.
Page | 21
Employees may not convert hospitalization leave to vacation or any other
leave, nor may they convert hospitalization leave to any additional benefit
at time of retirement.
c. Employees who are unable to perform their duties during a shift due to
preparations (such as fasting, rest, or ingestion of medicine), for a
scheduled surgical procedure, may report the absence from the affected
shift as hospitalization leave, with the prior approval of their division head
or supervisor.
d. An employee who must receive urgent medical treatment at a hospital,
emergency room, or acute care facility, and who is regularly scheduled for
work or unable to perform their duties during a shift (or work day) due to
urgent medical treatment, may re port the absence from the affected shift
as hospitalization leave. Similarly, an employee who is absent from work
while on approved leave is also allowed to claim hospitalization leave.
1. An employee who wishes to claim hospitalization leave is responsible to
report the receipt of urgent medical treatment to the employee’s
division head or supervisor as soon as practical.
2. For purposes of use of hospitalization leave, urgent medical treatment
includes at-home care directed by a physician immediately after the
urgent medical treatment and within the affected shift.
e. Employees who, because they are admitted as an inpatient to a hospital
for medical treatment, are unable to perform their duties, may report
the absence from duty while in the hospital as hospitalization leave.
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.
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3. Due to the care of the employee’s child, spouse, spouse’s child, adult
designee, adult designee’s unmarried child under age 26, or parent
with a serious health condition.
b. Under Plan “A,” dependent leave may also be requested by a full-time
employee to care for an employee’s child, spouse, spouse’s child, adult
designee, an adult designee’s unmarried child under age 26, or a parent
who is ill or injured but who does not have a serious health condition.
c. The following provisions apply to the use of dependent leave by a full-
time employee:
1. Dependent leave may be granted with pay on a straight time basis.
2. If an employee has available unused sick leave, sick leave may be
used as dependent leave.
3. An employee is required to give notice of the need to take
dependent leave, including the expected duration of leave, to his or
her supervisor as soon as possible.
4. Upon request of a supervisor, an employee will be required to
provide a copy of a birth certificate or evidence of child placement
for adoption, or a letter from the attending physician in the event of
hospitalization, injury, or illness of a child, spouse, spouse’s child,
adult designee, adult designee’s child, or parent within five calendar
days following a return from leave.
5. An employee’s sick leave shall be reduced by the number of hours
taken by an employee as dependent leave.
4. Career Incentive Leave, Plan “A”
Full-Time employees, who have been in continuous full-time employment with
the city for more than 20 years, and who have accumulated to their credit 1500 or
more sick leave hours, may make a one-time election to convert up to 160 hours
of sick leave into 80 hours of paid Career Incentive Leave . Career Incentive Leave
must 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).
Page | 23
5. Retirement Benefit, Plan “A”
a. Employees who meet the eligibility requirements of the Utah State
Retirement System and who retire from the city will be paid at their base
hourly rate for 50% of their accumulated sick leave hours balance based
on the schedule below:
Retirement Month 50% sick leave will be:
January 1st – June 30th Contribution to 501(c)9 Health
Reimbursement Account Plan
(premium-only account) July 1st – December 31st Cash to retiree
B. Plan “B”
1. The benefit Plan Year of Plan “B” begins in each calendar year on the first day
of the pay-period that includes November 15. Under Plan “B,” paid personal
leave is provided for employees as insurance against loss of income when an
employee needs to be absent from work because of illness or injury, to care for
a dependent, or for any other emergency or personal reason. Where the leave
is not related to the employee’s own illness or disability —or an event that
qualifies under the FMLA—a personal leave request is subject to supervisory
approval based on the operational requirements of the city and any policies
regarding the use of such leave adopted by the department in which the
employee works. Personal leave hours may be used on the first day of the pay
period following the period in which the hours are earned.
2. Each full-time employee under Plan “B” is awarded personal leave hours
based on the following schedule:
Months of
Consecutive Hours of
City Service Personal Leave
Less than 6 40
Less than 24 60
24 or more 80
Employees hired during the plan year are provided paid personal leave on a
pro-rated basis.
3. Not later than October 31st of each calendar year, employees covered by Plan
“B” may elect, by notifying their department timekeeper or the city payroll
administrator in writing, to:
Page | 24
a. Convert any unused personal leave hours available at the end of the first
pay period of November to a lump sum payment equal to the following:
For each converted hour, the employee will be paid 50 percent of the
employee’s regular hourly base wage rate (not including acting pay) in
effect on the date of conversion. In no event will total pay hereunder
exceed 40 hours of pay (80 hours at 50%); or
b. Carryover to the next calendar year up to 80 unused personal leave hours;
or
c. Convert a portion of unused personal leave hours, to a lump sum payment
as provided in subparagraph (3)(a), above, and carry over a portion as
provided in subparagraph (3)(b), above.
4. Maximum Accrual. A maximum of 80 hours of personal leave may be carried
over to the next plan year. Any personal leave hours unused at the end of the
plan year in excess of 80 will be converted to a lump sum payment as provided
in subparagraph 3(a) above.
5. Termination Benefits. An employee separating from employment may not exhaust
more than 80 hours of any combination of accrued vacation, personal leave, or banked
(holiday or vacation) leave prior to their last day of employment. At termination of
employment for any reason, accumulated unused personal leave hours, minus
any adjustment necessary after calculating the “prorated amount,” shall be paid
to the employee at 50 percent of the regular hourly base wage rate (not
including acting pay) on the date of termination for each unused hour. For
purposes of this paragraph, “prorated amount” shall mean the amount of
personal leave credited at the beginning of the plan year, multiplied by the ratio
of the number of pay periods worked in the plan year (rounded to the end of the
pay period which includes the separation date) to 26 pay periods. If the
employee, at the time of separation, has used personal leave in excess of the
prorated amount, the value of the excess amount shall be reimbursed to the city
and may be deducted f rom the employee’s paycheck.
6. Conditions on Use of Personal Leave include:
a. Minimum use of personal leave, with supervisory approval, must be in no
less than quarter-hour increments.
b. Except in unforeseen circumstances, such as emergencies or the
employee’s inability to work due to illness or accident or an
unforeseen FMLA-qualifying event, an employee must provide their
supervisor with prior notice to allow time for the supervisor to make
arrangements necessary to cover the employee’s work.
c. For leave due to unforeseen circumstances, the employee must give their
Page | 25
supervisor as much prior notice as possible.
d. Except as provided for expressly in either city policy or this plan, personal
leave hours are ineligible to be cashed out or used to exceed the total
number of hours for which an employee is regularly compensated during
a work week or a pay period.
7. Career Enhancement Leave, Plan “B”: A full-time employee covered under this
Plan “B” is eligible, after 15 years of full-time service with the city, to be selected
to receive up to two weeks of career enhancement leave. This one -time leave
benefit could be used for formal training, informal course of study, job -related
travel, internship, mentoring or other activity that could be of benefit to the city
and the employee’s career development. Selected employees will receive their
full regular salary during the leave. Request for this leave must be submitted in
writing to the appropriate department head, stating the purpose of the request
and how the leave is intended to benefit the city. The request must be approved
by the department head and by the Human Resourc es director (who will review
the request to ensure compliance with these guidelines).
8. Retirement/Layoff (RL) Benefit, Plan “B”
a. Full-Time employees currently covered under Plan “B” who were hired
before November 16, 1997, and who elected to be covered under Plan
“B,” shall have a retirement/layoff (RL) account equal to sixty percent of
their accumulated unused sick leave hours available on November 16,
1997, minus any hours withdrawn from that account since it was
established.
b. Full-Time employees who were hired before November 16, 1997 and who
elected in 1998 to be covered under Plan “B,” shall have a
retirement/layoff (RL) account equal to fifty percent of their accumulated
unused sick leave hours available on November 14, 1998, minus any hours
withdrawn after the account is established.
c. Full-Time employees who were hired before November 16, 1997 and who
elected in 2007 or later during any period designated by the city to be
covered under Plan “B,” shall have a retirement /layoff (RL) account equal
to forty percent of their accumulated unused sick leave hours available on
the date that Plan B participation began, minus any hours withdrawn after
the account is established.
d. Payment of the RL Account .
1. All hours in an employee’s RL account shall be payable upon
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
Page | 26
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 Contribution to 501(c)9 Health Retirement
Account Plan
(premium-only account) July 1st – December 31st Cash to retiree
e. Hours may be withdrawn from the RL account to cover an employee’s
absence from work due to illness or injury, need to care for a dependent,
any emergency or to supplement Workers’ Compensation benefits after
personal leave hours are exhausted. RL account hours, when added to
the employee’s workers’ compensation benefit, may not exceed the
employee’s regular net salary.
9. Short-Term Disability Insurance, Plan “B”: Protection against loss of income
when an employee is absent from work due to short-term disability shall be
provided to full-time employees covered under Plan “B” through short-term
disability insurance (SDI). There shall be no cost to the employee for SDI. SDI
shall be administered in accordance with the terms determined by the city.
SUBSECTION IV - PARENTAL LEAVE
A. Full-time employees who become parents through birth, adoption, or foster care may
take up to six consecutive weeks of paid parental leave to care for and bond with the
child. An employee may be allowed to take parental leave up to one year from the
date of a child’s birth or, in the case of adoption or foster care, the date a child is
placed in the employee’s home. Parental leave may be taken during a new
employee’s probationary period. The probationary period will be extended by an
amount of time equivalent to the parental leave taken.
B. Parental leave will run concurrently (during the same period of time) with FMLA and
SDI (if applicable). Parental leave is limited to six weeks per twelve-month period. For
employees approved for short-term disability, parental leave will make up the
difference between 100% pay and 66 2/3% pay (if applicable) for up to six weeks.
SUBSECTION V - BEREAVEMENT LEAVE
A. An employee who suffers the loss of an immediate family member including a(n):
current spouse, domestic partner, or adult designee; child, mother, father, brother,
Page | 27
sister; current father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-
law, sister-in-law; grandparent; current step-grandfather, step-grandmother;
grandchild, or current step grandchild, stepchild, stepmoth er, stepfather,
stepbrother or stepsister, grandfather-in-law, grandmother-in-law; or, domestic
partner’s or adult designee’s relative as if the domestic partner or adult designee
were the employee’s spouse is eligible to be released from work for bereavement,
including attendance at a funeral, memorial service, or related event(s).
B. In the event of death of an immediate family member, the city will provide an
employee with up to five working days of paid leave for bereavement, including
attendance at a funeral, memorial service, or related event(s). The employee will be
permitted one additional day of bereavement leave if the employee attends a
funeral, memorial service or equivalent event that is held more than 150 miles from
Salt Lake City and the day following the memorial service or equivalent event is a
regular working shift.
C. In the event of death of a first-line extended relative of an employee, or of an
employee’s spouse, domestic partner, or adult designee’s relative as if the adult
designee were the employee’s spouse not covered in paragraph A above (such as an
uncle, aunt or cousin), the city will provide an employee with up to one work shift
for bereavement, including attendance at a funeral, memorial service, or related
event(s). The employee will be permitted one additional day of bereavement leave if
the employee attends a funeral, memorial service or equivalent event that is held
more than 150 miles from 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 friend, an employee may be allowed to use vacation or
personal leave for time off to attend the funeral or memorial service, as
approved by an immediate supervisor.
E. In the event of death of any covered family member while an employee is on
vacation leave, an employee’s absence may be extended and authorized as
bereavement leave.
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 Marin e Corps, United States Air Force,
commissioned Corps of the National Oceanic and Atmospheric Administration,
United States Coast Guard, or the commissioned corps of the Public Health Service,
is entitled to be absent from his or her duties and service from the city, without pay,
as required by applicable l law. Leave will be granted in accordance with the
Uniformed Services Employment and Reemployment Rights Act (USERRA).
Page | 28
B. Leave while on duty with the armed forces or Utah National Guard. An employee
who is or who becomes a member of the reserves of the federal armed forces,
including the United States Army, United States Navy, United States Marine Corps,
United States Air Force, and the United States Coast Guard, or any unit of the Utah
National Guard, is allowed military leave for up to 15 working days per calendar
year for time spent on active or reserve duty. Military leave may be in addition to
vacation leave and need not be consecutive days of service. To be covered, an
employee must provide documentation demonstrating a duty requirement.
SUBSECTION VII - JURY LEAVE & COURT APPEARANCES
A. Jury Leave: An employee will be released from duty with full pay when, in obedience
to a subpoena or direction by proper authority, the employee is required to either
serve on a jury or appear as a witness for the United States, the state of Utah, or
other political subdivision.
1. Employees are entitled to retain statutory fees paid for service in a federal
court, state court, or city/county justice court.
2. On any day that an employee is required to report for service and is
thereafter excused from such service during his or her regular working
hours from the city, he or she must forthwith return to and carry on his
or her regular city employment. Employees who fail to return to work
after being excused from service for the day are subject to discipline.
B. Court Appearances. A Police sergeant is eligible to receive compensation as a
witness subpoenaed by the city, the State of Utah, or the United States for a court
or administrative proceeding appearance as follows:
1. Appearances in court or administrative proceeding made while on-duty will
be compensated as normal hours worked.
2. In the event an appearance extends beyond the end of an employee's
regularly scheduled shift, time will be counted as normal work time for the
purpose of computing an employee's overtime compensation.
3. Employees are entitled to retain statutory witness fees paid for service in a
federal court, state court, or city/county justice court.
4. Appearances made while off -duty will be compensated as follows:
(a) The city will pay employees for two hours of preparation time
plus actual time spent in court or in an administrative hearing
at one and one-half times their regular hourly rate. Lunch
periods granted are not considered compensable time.
Compensation for additional preparation time for any
Page | 29
subsequent appearance during the same day is allowed only
when there is at least two hours between the employee’s
release time from a prior court or administrative proceeding
and the start of the other.
(b) If the time spent in court or administrative proceeding
extends into the beginning of the employee's regularly
scheduled work shift, time spent in court or in administrative
proceeding will be deemed ended at the time such shift is
scheduled to begin.
5. An employee is required to provide a copy of the subpoena, including the
beginning time and time released from the court or administrative hearing,
with initials of the prosecuting or another court representative within seven
working days following the appearance.
6. Any employee failing to appear in compliance with the terms of a formal
notice or subpoena may be subject to disciplinary action.
SUBSECTION VIII - INJURY LEAVE (SWORN POLICE AND FIRE EMPLOYEES ONLY)
The city has established rules governing the administration of an injury leave program for sworn
police officers and firefighters under the following qualifications and restrictions:
A. The disability must have resulted from an injury arising out of the discharge of
official duties or while exercising some form of necessary job-related activity as
determined by the city;
B. The employee must be unable to return to work due to the injury, as verified by a
medical provider acceptable to the city;
C. The leave benefit may not exceed the value of the employee's net sala ry during the
period of absence due to the injury, less all amounts paid or credited to the
employee as workers’ compensation, Social Security, long-term disability or
retirement benefits, or any form of governmental relief whatsoever;
D. The value of benefits provided to employees under this injury leave program may
not exceed the total of $5,000 per employee per injury, unless approved in writing
by the employee’s department head after receiving an acceptable treatment plan
and consulting with the city’s risk manager;
E. The city's risk manager is principally responsible for the review of injury leave
claims, except that appeals from the decision of the city’s risk manager may be
reviewed by the Human Resources director, who may make recommendations to
the mayor for final decisions;
Page | 30
F. If an employee is eligible for workers’ compensation as provided by law and is not
receiving injury leave pursuant to this provision, an employee may elect to use
either accumulated sick leave or hours from the RL account, if applicable, and
authorized vacation time to supplement workers’ compensation. The total value of
leave hours or hours from an RL account combined with a workers’ compensation
benefit may not exceed an employee's regular net salary.
SUBSECTION IX - ADDITIONAL LEAVES OF ABSENCE
Additional leaves of absence may be requested in writing and granted as identified in policy to
an employee at the discretion of a department director.
SUBSECTION X - EMERGENCY LEAVE
The city may provide additional paid leave to employees if: i) the mayor has declared a local
emergency; and ii) the mayor and/or city council authorize and approve the use of available
funds for such purposes during the period of local emer gency.
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 aft er the emergency
period is ended.
APPENDIX A - SALT LAKE CITY CORPORATION
GENERAL EMPLOYEE PAY PLAN (GEPP)
Effective June 27, 2021
GRADE MINIMUM CITY MARKET MAXIMUM
SEAX/HRLY $10.87 $35.00
10 $11.66 $15.22 $18.79
11 $12.22 $15.99 $19.75
12 $12.84 $16.93 $21.00
13 $13.48 $17.63 $21.78
14 $14.15 $18.44 $22.74
15 $14.86 $19.52 $24.17
16 $15.59 $20.66 $25.71
17 $16.38 $21.49 $26.60
18 $17.20 $22.85 $28.48
19 $18.06 $23.87 $29.65
20 $18.97 $24.88 $30.77
21 $19.14 $26.10 $33.07
22 $20.11 $27.43 $34.74
23 $21.12 $28.81 $36.50
24 $22.17 $30.23 $38.30
25 $23.27 $31.73 $40.21
26 $24.44 $33.34 $42.23
27 $25.65 $35.01 $44.37
28 $26.93 $36.78 $46.63
29 $28.29 $38.62 $48.95
30 $29.70 $40.55 $51.41
31 $31.19 $42.59 $53.98
32 $32.74 $44.71 $56.67
33 $34.39 $46.95 $59.52
34 $36.11 $49.30 $62.50
35 $37.91 $51.76 $65.62
36 $39.80 $54.35 $68.90
37 $41.79 $57.07 $72.34
38 $43.88 $59.92 $75.95
39 $46.09 -$96.79
40 $48.38 -$101.61
41 $50.80 -$164.83
APPENDIX B – APPOINTED EMPLOYEES BY DEPARTMENT
Effective June 27, 2021
911 BUREAU Job Title Grade
911 DISPATCH DIRECTOR 041X
911 COMMUNICATIONS DEPUTY DIRECTOR 032X
EXECUTIVE ASSISTANT 024X
AIRPORT
EXECUTIVE DIRECTOR OF AIRPORTS 041X
CHIEF OPERATING OFFICER, AIRPORT 040X
DIRECTOR AIRPORT ENGINEERING 039X
DIRECTOR AIRPORT MAINTENANCE 039X
DIRECTOR FINANCE/ACCOUNTING AIRPORT 039X
DIRECTOR OF AIRPORT ADMINISTRATION/COMMERCIAL SERVICES 039X
DIRECTOR OF AIRPORT INFORMATION TECHNOLOGY 039X
DIRECTOR OF AIRPORT PLANNING & CAPITAL PROJECTS 039X
DIRECTOR OF OPERATIONS - AIRPORT 039X
DIRECTOR OF OPERATIONAL READINESS & TRANSITION 039X
DIRECTOR COMMUNICATIONS & MARKETING 038X
EXECUTIVE ASSISTANT 024X
CITY ATTORNEY
CITY ATTORNEY 041X
DEPUTY CITY ATTORNEY 040X
CITY RECORDER 033X
CITY COUNCIL
COUNCIL MEMBER-ELECT N/A*
EXECUTIVE DIRECTOR CITY COUNCIL OFFICE 041X
COUNCIL LEGAL DIRECTOR 039X
DEPUTY DIRECTOR - CITY COUNCIL 039X
ASSOCIATE DEPUTY DIRECTOR COUNCIL 037X
SENIOR ADVISOR CITY COUNCIL 037X
SENIOR PUBLIC POLICY ANALYST 033X
COMMUNICATIONS DIRECTOR CITY COUNCIL 031X
COMMUNITY FACILITATOR 031X
OPERATIONS MANAGER & MENTOR – CITY COUNCIL 031X
PUBLIC POLICY ANALYST 031X
POLICY ANALYST/PUBLIC ENGAGEMENT 028X
PUBLIC ENGAGEMENT & COMMUNICATIONS SPECIALIST II 028X
CONSTITUENT LIAISON/POLICY ANALYST 027X
CONSTITUENT LIAISON 026X
PUBLIC ENGAGEMENT & COMMUNICATIONS SPECIALIST I 026X
ASSISTANT TO THE COUNCIL EXECUTIVE DIRECTOR 025X
COUNCIL ADMINISTRATIVE ASSISTANT/AGENDA 024X
COUNCIL ADMINISTRATIVE ASSISTANT 021X
COMMUNITY & NEIGHBORHOODS
DIRECTOR OF COMMUNITY & NEIGHBORHOODS 041X
DEPUTY DIRECTOR - COMMUNITY & NEIGHBORHOODS 037X
DEPUTY DIRECTOR - COMMUNITY SERVICES 037X
DIRECTOR OF TRANSPORTATION (ENGINEER) 037X
PLANNING DIRECTOR 037X
BUILDING OFFICIAL 035X
DIRECTOR OF HOUSING & NEIGHBORHOOD DEVELOPMENT 035X
DIRECTOR OF TRANSPORTATION (PLANNER) 035X
YOUTH & FAMILY DIVISION DIRECTOR 035X
EXECUTIVE ASSISTANT 024X
ECONOMIC DEVELOPMENT
DIRECTOR OF ECONOMIC DEVELOPMENT 041X
DEPUTY DIRECTOR ECONOMIC DEVELOPMENT 037X
ARTS DIVISION DIRECTOR 032X
BUSINESS DEVELOPMENT DIVISION DIRECTOR 032X
FINANCE
CHIEF FINANCIAL OFFICER 041X
CITY TREASURER 039X
DEPUTY CHIEF FINANCIAL OFFICER 039X
CHIEF PROCUREMENT OFFICER 033X
FIRE
FIRE CHIEF 041X
DEPUTY FIRE CHIEF 037X
ASSISTANT FIRE CHIEF 035X
HUMAN RESOURCES
CHIEF HUMAN RESOURCES OFFICER 041X
DEPUTY CHIEF HUMAN RESOURCES OFFICER 037X
CIVILIAN REVIEW BOARD INVESTIGATOR 035X
TRANSITION CHIEF OF STAFF 041X*
TRANSITION COMMUNICATIONS DIRECTOR 039X*
TRANSITION EXECUTIVE ASSISTANT 024X*
INFORMATION MGT SERVICES
CHIEF INFORMATION OFFICER 041X
CHIEF INNOVATIONS OFFICER 039X
JUSTICE COURTS
JUSTICE COURT JUDGE 037X
CITY COURTS ADMINISTRATOR 033X
MAYOR
CHIEF OF STAFF 041X
CHIEF ADMINISTRATIVE OFFICER 041X
COMMUNICATIONS DIRECTOR 039X
DEPUTY CHIEF OF STAFF 039X
SENIOR ADVISOR 039X
COMMUNICATIONS DEPUTY DIRECTOR 030X
POLICY ADVISOR 029X
REP COMMISSION POLICY ADVISOR 029X
COMMUNITY LIAISON 026X
EXECUTIVE ASSISTANT 024X
OFFICE MANAGER - MAYOR'S OFFICE 024X
COMMUNITY OUTREACH - EQUITY & SPECIAL PROJECTS
COORDINATOR 024X
COMMUNICATION AND CONTENT MANAGER - MAYOR'S OFFICE 021X
ADMINISTRATIVE ASSISTANT 019X
CONSUMER PROTECTION ANALYST 016X
POLICE
CHIEF OF POLICE 041X
ASSISTANT CHIEF OF POLICE 039X
DEPUTY CHIEF POLICE 037X
ADMINISTRATIVE DIRECTOR - COMMUNICATIONS 037X
ADMINISTRATIVE DIRECTOR - INTERNAL AFFAIRS 037X
PUBLIC LANDS
PUBLIC LANDS DIRECTOR 041X
DEPUTY DIRECTOR, PUBLIC LANDS 037X
GOLF DIVISION DIRECTOR 035X
PARKS DIVISION DIRECTOR 035X
PUBLIC SERVICES
DIRECTOR OF PUBLIC SERVICES 041X
CITY ENGINEER 039X
DEPUTY DIRECTOR OF OPERATIONS 038X
FACILITIES DIVISION DIRECTOR 035X
FLEET DIVISION DIRECTOR 035X
STREETS DIVISION DIRECTOR 035X
COMPLIANCE DIVISION DIRECTOR 035X
EXECUTIVE ASSISTANT 024X
PUBLIC UTILITIES
DIRECTOR OF PUBLIC UTILITIES 041X
DEPUTY DIRECTOR OF PUBLIC UTILITIES 039X
FINANCE ADMINISTRATOR PUBLIC UTILITIES 039X
CHIEF ENGINEER - PUBLIC UTILITIES 037X
WATER QUALITY & TREATMENT ADMINSTRATOR 037X
EXECUTIVE ASSISTANT 024X
REDEVELOPMENT AGENCY
DIRECTOR, REDEVELOPMENT AGENCY 039X
DEPUTY DIRECTOR, REDEVELOPMENT AGENCY 037X
SUSTAINABILITY
SUSTAINABILITY DIRECTOR 041X
SUSTAINABILITY DEPUTY DIRECTOR 037X
WASTE & RECYCLING DIVISION DIRECTOR 035X
Except for a change in job title or reassignment to a lower pay level, no appointed position on this pay plan may be
added, removed or modified without approval of the City Council.
* Compensation for transitional positions, including city council member -elect, is set as provided under Chapter 2.03.030 of the Salt Lake
City Code. Benefits for transitional employees are equivalent to those provided to full-time employees. Except for leave time, benefits for
city council members-elect are also equivalent to those provided to full-time employees.
APPENDIX C – ELECTED OFFICIALS SALARY SCHEDULE
Annual Salaries
Effective June 27, 2021
.
Mayor $148,034
Council Members $37,017
Except for leave time, benefits for the mayor and city council members are equivalent to those
provided to full-time employees.
APPENDIX D- U TAH STATE RETIREMENT CONTRIBUTIONS FY 2021-2022
Tier 1 Defined Benefit System
System Employee
Contribution Employer Contribution Total
Public Employees Contributory System 6.0% 14.46% 20.46%
Public Employees Noncontributory System 0 18.47% 18.47%
Public Safety Noncontributory System 0 46.71% 46.71%
Firefighters Retirement System 0 23.95% 23.95%
Tier 1 Post Retired
System
Post Retired Employment
After 6/30/10 – NO 401(k)
Amortization of UAAL*
Post Retired Employment Before
7/1/2010
Optional 401(k)
Public Employees Noncontributory System
6.61%
11.86%
Public Safety Noncontributory System 24.20% 22.51%
Firefighters Retirement System 0% n/a
Tier 2 Defined Benefit Hybrid System
Employee
Contribution
Employer
Contribution
401(k) Total
Public Employees Noncontributory System 0% 15.80% 0.89% 16.69%
Public Safety Noncontributory System
(for entry and two year pay steps only) 2.27% (city paid) 38.28% 6.00% 46.55%
Public Safety Noncontributory System
(for pay steps year four or more) 2.27% (city paid) 38.28% 0% 40.55%
Firefighters Retirement System 2.27% (city paid) 14.08% 0% 16.35%
Tier 2 Defined Contribution Only
Employee
Contribution
Employer
Contribution
401(k) Total
Public Employees Noncontributory System 0% 6.69% 10.00% 16.69%
Public Safety Noncontributory System
(for entry and two year pay steps only)
0% 24.28% 22.27% 46.55%
Public Safety Noncontributory System
(for pay steps year four or more)
0% 24.28% 16.27% 40.55%
Firefighters Retirement System 0% 0.08% 16.27% 16.35%
Executive Non-Legislative
Position Employer Contribution
Public Employees Noncontributory System
Department Heads, Mayor,
Mayor’s Chief of Staff, Chief
Administrative Officer, Up to Two
Additional Senior Executives in
the Mayor’s Office, Executive
Director for City Council
Normal contribution into Utah Retirement
System (URS)with 3% into 401(k)
– OR –
If Tier 1 and exempt from system or Tier II
and exempt from vesting, 401k contribution
equal to the applicable URS system
contribution plus 3%
Public Safety Noncontributory System Department Head Same as above
Firefighters Retirement System Department Head Same as above
Council Members Elected with prior service in the Utah Retirement System
(Tier 1 Defined Benefit)
System Employee
Contribution Employer Contribution Total
Public Employees Noncontributory System 0 18.47% 18.47%
If exempt… 0 10% base salary to 401(k) 10%
Council Members Elected After July 1, 2011 with no prior service in the Utah Retirement System (may
exempt from vesting)
Tier 2 Defined Contribution Only
Employer 401K Total
6.69% 10% 16.69%
Tier 2 Defined Benefit Hybrid System
Employer 401K Total
15.80% 0.89% 16.69%
ANNUAL
COMPENSATION PLAN
for Non-Represented
Employees
FY2021
FY2022
SALT LAKE CITY CORPORATION
HUMAN RESOURCES DEPARTMENT
Page | 1
FY 2021 2022 COMPENSATION PLAN FOR NON-REPRESENTED
EMPLOYEES of SALT LAKE CITY CORPORATION
EFFECTIVE DATE
The provisions of this plan shall be effective commencing June 28, 2020June 27, 2021, unless
otherwise noted.
EMPLOYEES COVERED BY THIS PLAN
This plan applies to all full-time city employees. This plan does not apply to employees
classified as: seasonal, hourly, temporary, part -time or those covered by a memorandum
of understanding.
AUTHORITY OF THE MAYOR
Employees covered by this compensation plan may be appointed, classified, and advanced
under rules and regulations promulgated by the mayor, or the Civil Service Commission, if
applicable, within budget limitations established by the city council.
Furthermore, the mayor may authorize leave not specified in this compensation plan to
provide for operational flexibility, so long as the additional leave does not exceed the
equivalent of eight hours of leave per employee, per year. However, with the exception of
a benefit created or expanded pursuant to Section IV, Subsection X (“Emergency Leave”),
the mayor may not otherwise create a new benefit or expand an existing benefit for
employees covered by this compensation plan if doing so will result in a direct,
measurable cost. A direct, measurable cost includes a circumstance where the total cost
of the new benefit or expansion of an existing benefit exceeds appropriated funds.
Further, city council input and approval is required if the creation of a new benefit has
policy implications or is already addressed in this compensation plan.
APPROPRIATION OF FUNDS
All provisions in this compensation plan are subject to the appropriation of funds by the city
council.
MODIFICATION, SUSPENSION, OR REVOCATION OF PROVISIONS
If a local emergency is declared, any provision in this compensation plan may be temporarily
modified, suspended, or revoked for the duration (or any portion thereof) of the period of local
emergency, if so authorized by the mayor and/or city council .
Page | 2
SECTION I: DEFINITIONS
SUBSECTION I - DEFINITION OF TERMS
As used in this compensation plan:
1. “Appointed employees,” with the exception of justice court judges who are
covered under this plan, means employees who are "at-will" employees serving
at the pleasure of the mayor (or the city council if they are employees of the
Office of the City Council).
2. “Adult Designee” means any individual with whom an employee has a long-term,
committed relationship of mutual caring and support. The adult designee must
have resided in the same household with the eligible employee for at least the
past 12 consecutive months and must have common financial obligations with
the employee. The adult designee and the employee must be jointly responsible
for each other’s welfare.
3. "Exempt” refers to any employee who is not eligible to receive
compensation for overtime pursuant to the Fair Labor Standards Act of 1938.
4. “FLSA” means the Fair Labor Standards Act of 1938.
5. “Full-time employee” means employees whose positions regularly require more
than 30 hours per week on a full-time schedule.
6. "Non-Exempt” refers to an employee who is entitled to receive overtime
compensation pursuant to the FLSA.
SECTION II: EMPLOYEE WAGES, SALARIES & BENEFITS
SUBSECTION I - COMPENSATION PROGRAM & SALARY SCHEDULES
The city’s compensation system and program, in conjunction with this plan , is intended to
attract, motivate and retain qualified personnel necessary to effectively meet public service
demands.
A. Determination
1. The mayor shall develop policies and guidelines for the administration of the
pay plans.
2. To the degree that funds permit, employees shall be paid com pensation that:
a. Is commensurate with the skills and abilities required of the position;
Page | 3
b. Achieves equal pay for equal work;
c. Attains comparability and is competitive with the compensation paid by
other public and/or private employers with whom the city compares
and/or competes for personnel recruitment and retention. The city shall
consider itself competitive when data indicates actual median employee
pay rates plus the overall additional economic value of benefits equals
at least 100% compared to market.
3. To the extent possible, market surveys shall be used to assess and evaluate the
city’s competitiveness with a cross section of organizations with whom the city
competes for personnel recruitment and retention. This may include one or
more of the following:
a. Compensation surveys, including actual pay and other cash allowances paid
to employees.
b. Benefits surveys, including paid leave, group insurance plans, retirement, and
other employer-provided and voluntary benefits.
c. Regular review of the city’s compensation plans and pay structures to
ensure salary ranges and regular pay practices provide for job growth and
encourage employee productivity.
B. Salary Schedules
1. All Employees covered under this plan (except for those designated as “Elected
Officials”) shall be paid base wages or salaries according to the General Employee
Pay Plan attached as Appendix “A.” Wages and salaries shall not be less than the
established range minimum or higher than the range maximum, unless otherwise
approved by the mayor or mayor’s designee.
2. Appointed Employees: The specific pay level assignments for Appointed
Employees are shown in Appendix “B.”
3. Elected Officials: Elected officials shall be paid annual compensation according
to schedule attached as Appendix "C."
C. Other Compensation
The mayor or the city council may distribute appropriated monies to city employees
as discretionary retention incentives or retirement contributions; or special lump
sum supplemental payments. Retention incentives or special lump sum payments
are subject to the mayor’s or city council’s approval.
Page | 4
SUBSECTION II - EMPLOYEE COMPENSATION FOR FISCAL YEAR 20212022
For employees covered under this plan, the city will maintain increase each employee’s base pay
without an increaseby one percent. Salaries for elected officials will, also, be maintained without
an increased by one percent.
The city’s living wage for regular, full-time employees is set and shall be no less than $10.8715.11
per hour.
SUBSECTION III - EMPLOYEE INSURANCE
The city will make available group medical, health and flex savings plans, dental, life,
accidental death & dismemberment, long-term disability insurance, voluntary benefits and
an employee assistance program (EAP) to all eligible employees and their eligible spouse,
adult designee, dependents and dependents of adult designee pursuant to city policy.
A. Employer-Paid Contributions. Effective July 1, 20202021, the city’s contribution
toward the total premium for group medical will be 95% for the high-deductible
Summit Star Plan. For employees enrolled in the high-deductible Summit Star Plan,
the city will also contribute a one-time total of $750 into a qualified health savings
account (HSA) or a Medical Flex Account for those enrolled for single coverage and
$1,500 for those enrolled for double or family coverage per plan year. Health
savings account or Medical Flex account contributions will be pro-rated for any
employee hired after July 1, 20202021.
B. 501(c) (9) Post Employment Health Reimbursement Account. The city will contribute
$24.30 per bi-weekly pay period into each employee’s Educators Benefits Consultants
(EBC) 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 retiremen t program(s) under terms
Page | 5
and conditions established by the mayor and consistent with applicable law. Such
programs may include:
1. The Utah State Public Employees (Contributory and Non-Contributory); Public
Safety Retirement Systems; or, the Utah Firefighters Retirement System; or,
2. Deferred compensation programs.
B. The 2020-20212021-2022 fiscal year retirement contribution rates for employees,
including elected officials, are shown in Appendix “D.”
SECTION III: WORK HOURS, OVERTIME & OTHER PAY ALLOWANCES
SUBSECTION I – WORK HOURS
A. The city’s standard work week begins Sunday at 12:00am and ends the following
Saturday at 11:59pm. Alternatives to the standard work week may be authorized and
adopted for specific work groups, such as:
1. The standard work schedule for combat Fire Battalion Chiefs, which includes
two consecutive 24-hour shifts immediately followed by 96 hours off.
A work week beginning Sunday at 7:00am and ending the following Sunday at
6:59am, as in the case of Police Sergeants and Lieutenants.
SUBSECTION II- OVERTIME COMPENSATION
A. Overtime Compensation. The city will pay non-exempt employees overtime
compensation as required by the FLSA. The city will pay overtime hours at 1 ½ times
the employee’s regular hourly rate or, at the employee’s request and with their
department director’s approval, provide compensatory time off at a rate of 1½
hours for each overtime hour in lieu of overtime compensation.
1. Employees may accrue compensatory time up to a maximum amount as
determined by their department director.
2. The city may elect at any time to pay an employee for any or all accrued
compensatory hours.
3. The city will includ e only actual hours worked and holiday leave hours when
calculating overtime.
4. When used, personal leave and compensatory time will not be included in the
calculation of overtime.
Page | 6
5. The city will pay out all accrued compensatory hours whenever an employee’s
status or position changes from FLSA non-exempt to exempt.
B. Labor Costs— Declared Emergency— Overtime Compensation for FLSA Exempt
Employees. The city may pay exempt employees overtime pay for any hours
worked over forty (40) hours in a workweek at a rate equivalent to their regular
base hourly rate of pay during periods of emergency. The city shall only make such
payment when all of the following conditions occur:
1. The mayor or the city council has issued a “Proclamation of Local Emergency”
or the city responds to an extraordinary emergency; and,
2. Exempt employees are required to work over forty (40) hours for one or more
workweek(s) during the emergency period: and,
3. The mayor and/or the city council approve the use of available funds to cover
the overtime payments.
The city shall distribute any overtime payments consistently with a pre -defined
standard that treats all exempt employees equitably. Hours worked under a
declared or extraordinary emergency must be paid hours and cannot be accrued as
compensatory time.
SUBSECTION III - LONGEVITY PAY
A. Eligibility. With the exception of elected officials, the city will pay a monthly
longevity benefit to full-time employees based on the most recent date an employee
began full -time employment as follows:
1. Employees who have completed six (6) consecutive years of employment
with the city will receive $50;
2. Employees who have completed ten (10) consecutive years of employment
with the city will receive $75;
3. Employees who have completed sixteen (16) full years of employment wit h
the city will receive $100; and,
4. Employees who have completed twenty (20) full years of employment with
the city will receive $125.
Page | 7
B. Pension Base Pay. Longevity pay will be included in base pay for purposes of
pension contributions.
C. Longevity While on an Unpaid Leave of Absence. Employees do not earn or
receive longevity payments while on an unpaid leave of absence. When an
employee returns from an approved unpaid leave of absence, longevity
payments will resume.
SUBSECTION IV - WAGE DIFFERENTIALS & ADDITIONAL PAY
Eligible employees receive certain wage differentials as follows:
A. Call Back and Call Out Pay. Non-exempt employees will be paid Call Back or Call Out
pay based upon department director approval and the following guidelines:
1. Call Back Pay: Non-sworn, non-exempt employees who have been released
from normally scheduled work and standby periods, and who are directed
by an appropriate department head or designated representative to return
to work prior to their next scheduled normal duty shift, will be paid for a
minimum of three (3) hours straight-time pay and, in addition, will be
guaranteed a minimum four (4) hours work at straight-time pay.
2. Call Out Pay for Police Sergeants. Sergeants who have been released from
their scheduled work shifts and have been directed by an appropriate
division head or designated representative to perform work without at
least 24 hours advance notice or scheduling, shall be compensated as
follows:
a. Sergeants who are directed to report to work shall receive a
minimum of four (4) hours compensation at one and one-half times
their hourly wage rate, or one and one-half times their hourly wage
rate for actual hours worked, whichever is greater.
b. Sergeants who are assigned to day shift, and who are directed to
perform work within eight (8) hours prior to the beginning of their
regularly scheduled shift shall receive a minimum of four (4) hours
compensation at one and one-half times their hourly wage rate, or
one and one-half times their hourly wage rate for actual hours
worked, whichever is greater.
c. Sergeants who are assigned to afternoon or grave yard 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
Page | 8
hours worked, whichever is greater.
B. Standby Pay : Non-exempt employees are eligible to receive Standby pay based
upon the following guidelines.
1. Standby for Non-Sworn Employees: Non-exempt, non-sworn employees
who have been released from normally scheduled work but have not
been released from standby status will be paid either two (2) hours of
straight time pay for each 24 hour period of limited standby status; or
two (2) hours straight time pay for each 12-hour period of standby status
if they are Department of Airports or Public Utilities Department
employees.
a. First Call to Work. An eligible employee who is directed to return to
his or her normal work site during an assigned Standby period by a
department head or designated representative without advanced
notice or scheduling will be paid a guaranteed minimum of four (4)
hours, which may include any combination of hours worked and/or
non-worked straight-time pay.
b. Additional Calls to Work. An eligible employee will be paid an
additional guaranteed minimum of two (2) hours, which may include
any combination of hours worked and/or non-worked straight-time
pay, for each additional occasion he or she is called to work during
the same twenty-four (24) or twelve (12) hour standby period.
c. Exclusion for Snow Fighters. Any employee on standby as a member
of the Snow Fighter Corps shall not receive standby/on-call pay or
shift differential when on standby or called back to fight snow.
2. Standby for Police Sergeants: Police Sergeants directed by their division
commander or designee to keep themselves available for city service
during otherwise off-duty hours shall be compensated one half hour (30
minutes) two (2) hours of straight time for each 12-hour period of
standby status twelve (12) hours while on a designated Standby status.
This compensation shall be in addition to any callout pay or pay for time
worked the employee may receive during the standby period.
C. Extra-Duty Shifts for Police Sergeants. "Extra-duty shifts" are defined as scheduled or
unscheduled hours worked other than the sergeant's normally scheduled work shifts.
"Extra-duty shifts" do not include extension or carry over of the sergeant's normally
scheduled work shift.
1. Any sergeant required by the city to work extra-duty shifts shall receive
a minimum of three (3) hours compensation at one and one-half times
their regular base hourly rate, or time worked paid at one and one-half
Page | 9
times their regular hourly base wage rate, whichever is greater.
D. Shift Allowance, not including Police Sergeants & Lieutenants. Only non- exempt
employees who perform afternoon/ swing or evening shift work are eligible to
receive a shift allowance.
1. The city will include all shift allowance when computing overtime. An
employee who receives Snow Fighter Corps differential pay is not eligible to
also receive shift allowance.
2. Day Shift: No allowance will be paid for work hours which are part of a
regular day shift.
3. Eligible Hours: For each non-day shift hour worked between the hours of
6:00 p.m. and 6:00 a.m., the city will pay an eligible non-exempt
employee a differential of $1.00 per hour.
E. Shift Differential for Police Sergeants & Lieutenants: The city will pay Police sergeants
& lieutenants shift differentials according to the shift actually worked. Actual shift
differential rates are determined as follows:
1. Day Shift: No differential pay for hours worked during day shift, which begins
at 0500 hours until 1159 hours.
2. Swing Shift: A differential of 2.5% in addition to the regular day rate shall be
paid for swing shift, which begins at 1200 hours until 1859 hours.
3. Graveyard Shift: A differential of 5.0% in addition to the regular day rate
shall be paid for graveyard shift, which begins at 1900 hours until 0459
hours.
F. Acting/Working out of Classification. A department head may elect to grant
additional compensation to an employee for work performed on a temporary basis,
whether in an acting capacity or otherwise, beyond the employee’s regular job
classification for any period lasting 20 or more working days. Unless approved by the
mayor or mayor’s designee, acting pay shall be limited to no more than 90 calendar
days from the start date and paid separately from regular earnings on each
employee’s wage statement. Compensation adjustments may be retroactive to the
start date of the temporary job assignmen t. Exceptions may be approved by the
mayor or mayor’s designee.
1. Acting pay shall be excluded when calculating any leave payouts,
including vacation, holiday, and personal leave.
Page | 10
G. Snowfighter Pay. The city will pay employees designated by the department head,
or designee, as members of the Snow Fighter Corps a pay differential equal to $200
per pay period for the snowfighter season not to exceed $2,000 during each fiscal
year for work related to snow removal. This pay shall be separate from regular
earnings on each employee’s wage statement.
SUBSECTION V - EDUCATION AND TRAINING PAY
A. Education Incentives. The mayor may adopt programs to promote employee
education and training, provided that all compensation incentives are authorized
within appropriate budget limitations established by the city council.
1. Police Sergeants, Lieutenants, and Captains are eligible for a $500 per
year job-related training allowance.
2. Fire Battalion/Division Chiefs are eligible for incentive pay following
completion of degree requirements at a fully accredited college or
university and submission of evidence of a diploma to Human Resources.
The city will pay monthly allowances according to the educational degree
held, as follows:
Doctorate………….. $100.00
Masters………..…... $75.00
Bachelors……...…... $50.00
Associate………….. $35.00
a. Eligibility for this pay allowance ends when the department implements
approved changes to the minimum requirements for promotion to
Battalion/Division Chief by requiring a degree, as anticipated during the fall
of 2020.
SUBSECTION VI – OTHER PAY ALLOWANCES
A. Meal Allowance. When approved by management, employees may receive meal
allowances in the amount of $10.00 when an employee works two or more hours
consecutive to their normally scheduled shift. Employees may also be eligible to
receive $10.00 for each additional four-hour consecutive period of work which is in
addition to the normally scheduled work shift.
1. Fire and police department employees shall be provided with adequate
food and drink to maintain safety and performance during emergencies
or extraordinary circumstances.
B. Business Expenses. City policy shall govern the authorization of employee
advancement or reimbursement for actual expenses reasonably incurred while
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performing city business. Advance payment or reimbursement for expenses shall
be approved only when the amounts are documented and within the budget
limitations established by the city council.
C. Automobiles
1. The mayor may authorize, subject to the conditions provided in city
policy, an employee to utilize a city vehicle on a take-home basis and
may require an employee to reimburse the city for a portion of the
take -home vehicle cost as provided in city ordinance.
2. Employees who are authorized to use privately-owned automobiles for
official city business will be reimbursed for the operation expenses at the
rate specif ied in city policy.
3. The city will provide a car allowance to department directors, the mayor’s
chief of staff, the mayor’s chief administrative officer, up to three additional
employees in the mayor’s office, and the city council Executive Director at
a rate not to exceed $400 per month A car allowance may be paid to
specific appointed employees at a rate not to exceed $400 per month as
recommended by the mayor and approved by the city council.
D. Uniform Allowance. The city will provide employees who are required to wear
uniforms in the performance of their duties a monthly uniform allowance as
follows:
1. Parking Enforcement Field Supervisor—$65.00
2. Non-sworn Police and Fire Department
employees—$65.00
3. Watershed Management Division
employees—$65.00
4. Fire: Battalion Chiefs will be provided uniforms and other job-related
safety equipment, as needed. Employees may select uniforms and
related equipment from an approved list. The total allowance provided
shall be $600 per year, or the amount received by firefighter employees,
whichever is greater. Appointed employees shall be provided uniforms
or uniform allowances to the extent stated in Fire department policy.
a. Dangerous or contaminated safety equipment shall be cleaned,
repaired, or replaced by the Fire department.
5. Police: Police sergeants, lieutenants, and captains in uniform
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assignments, as determined by their bureau commander, will be
enrolled in the department’s quartermaster system.
a. The quartermaster system will operate as follows:
i. Necessary uniform and equipment items, including patrol
uniforms, detective uniforms, duty gear, footwear, cold-
weather gear, headwear, etc. will be provided to Police
sergeants, lieutenants, and captains by the department’s
quartermaster pursuant to department policy.
ii. A full inventory of items that the quartermaster will
provide to Police sergeants, lieutenants and captains within
the quartermaster system and the manner in which they
will be distributed will be stated in department
policy.
iii. Police sergeants, lieutenants and captains in the
quartermaster system will be paid the sum of One
Hundred Dollars ($100) each fiscal year for the purpose of
independently purchasing any incidental uniform item or
equipment not provided by the quartermaster system.
Payment will be made each year on the first day of the
pay-period that includes August 15.
b. The city will provide for the cleaning of uniforms as described in
Police department policy.
c. Police sergeants, lieutenants, and captains in plainclothes
assignments, as determined by their bureau commander, are
provided a clothing and cleaning allowance totaling $39.00 per pay
period. Sergeants, lieutenants, and captains who are transferred
back to a uniform assignment will return to the quartermaster
system upon transfer.
d. Uniforms or uniform allowances for appointed Police employees will
be provided to the extent stated in Police department policy.
E. Allowances for Certified Golf Teaching Professionals. The mayor may, within
budgeted appropriations and as business needs indicate, authorize golf lesson
revenue sharing between the city and employees recognized as Certified Golf
Teaching Professionals as defined in the Golf Division’s Golf Lesson Revenue
Policy. Payment to an employee for lesson revenue generated shall be
reduced by: 1) a ten (10%) percent administrative fee to be retained by the
Golf division, and 2) the employee’s payroll tax withholding requirements in
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accordance with applicable law.
F. Other Allowances. The mayor or the city council may, within budgeted
appropriations, authorize th e payment of other allowances in extraordinary
circumstances (as determined by the mayor or the city council).
SUBSECTION VII - SEVERANCE BENEFIT
Subject to availability of funds, any current appointed employee who is not retained, not
terminated for cause and who is separated from city employment involuntarily shall receive
severance benefits based upon their respective appointment date.
A. Severance benefits shall be calculated using the employee’s salary rate in effect on the
employee’s date of termination. Receipt of severance benefits is contingent upon
execution of a release of all claims approved by the city attorney’s office.
1. Employees appointed on or after January 1, 1989 and before January 1,
2000 shall receive a severance benefit equal to one months’ base salary
for each continuous year of city employment in an appointed status
before January 1, 2000. Severance shall be calculated on a pro-rata basis
for a total benefit of up to a maximum of six m onths.
2. Current department heads, along with the mayor’s chief of staff and
the executive director of the city council office, appointed on or after
January 1, 2000 shall receive a severance benefit equal to two month’s
base salary after one full year of continuous city employment in an
appointed status; four months’ base salary after two full years of
continuous city employment in an appointed status; or, six months’ base
salary after three full years or more of continuous city employment in an
appointed status.
3. Current appointed employees who are not department heads, and who
were appointed on or after January 1, 2000 shall receive a severance
benefit equal to one week’s base salary for each year of continuous city
employment in an appointed status, calculated on a pro-rata basis, for a
total benefit of up to a maximum of six weeks.
B. Leave Payout: Appointed employees with leave hour account balances under
Plan A or Plan B shall, in addition to the severance benefit provided, receive a
severance benefit equal to the “retirement benefit” value provided under the
leave plan of which they are a participant (either Plan A or Plan B), if
separation is involuntary and not for cause.
C. Not Eligible for Benefit . An appointed employee is ineligible to be paid
severance benefits under the following circumstances:
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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
Benefits-eligible employees shall receive pay for holidays, vacation and other leave as provided
in this section. Employees do not earn or receive holiday and vacation benefits while on unpaid
leave of absence. However, employees on an unpaid military leave of absence may be entitled
to the restoration of such leave benefits, as required by applicable law.
SUBSECTION I – HOLIDAYS
A. The following days are recognized and observed as holidays for covered
employees. Eligible employees will receive pay for non-worked holidays equal
to their regular rate of pay times the total number of hours which make a
regularly scheduled shift. Except as otherwise noted in this subsection, an
employee may not bank a worked holiday.
1. New Year's Day, the first day of January.
2. Martin Luther King, Jr. Day, the third Monday of January.
3. President's Day, the third Monday in February.
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4. Memorial Day, the last Monday of May.
5. Independence Day, July 4.
6. Pioneer Day, July 24.
7. Labor Day, the first Monday in September.
8. Columbus Day, the second Monday of October (only for eligible employees
assigned to the Justice Court)
9. Veteran's Day, November 11.
10. Thanksgiving Day, the fourth Thursday in November.
11. The Friday after Thanksgiving Day (excluding employees assigned to the
Justice Court)
12. Christmas Day, December 25.
13. One personal holiday per calendar year, taken upon request of an
employee and as approved by a supervisor.
B. When any holiday listed above falls on a Sunday, the following business day is
considered a holiday. When any holiday listed above falls on a Saturday, the
preceding business day is considered a holiday. In addition to the above, any day
may be designated as a holiday by proclamation of the mayor or the city council.
C. All holiday hours, including personal holidays, must be used in no less than
regular full day or shift increments.
1. A Fire battalion/division chief may be allowed to use a holiday in
less than a full shift increment only when converting from a
“support” to “operations” work schedule results in the creation of a
half-shift.
D. No employee will receive more than the equivalent of one workday or a regular
scheduled shift as holiday pay for a single holiday. Employees must either work
or be in an authorized paid leave status a working day before and a working day
after the holiday to qualify for holiday pay.
1. An employee who is off work and in a paid status covered by short-term
disability or parental leave receives regular pay as a benefit and,
therefore, is not entitled to bank a holiday while off work.
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E. Holiday Exceptions: Except for employees assigned to the Justice Court, an
eligible employee may observe the Friday after Thanksgiving Day up to 50 days
prior to the actual holiday with prior management approval. For Columbus Day,
which is limited only to employees assigned to the Justice Court, an employee
may observe the holiday up to 50 days following the actual holiday.
F. Police Sergeant, Lieutenant, & Captain Holiday Hours Worked: When a day
designated as a holiday falls on a scheduled work day, a Police sergeant,
lieutenant, or captain may elect to take the day off work, subject to the approval
of their supervisor, or receive their regular wages for such days worked and
designate an alternate day off work to celebrate the holiday. For a Police
sergeant whose assignment requires staffing on either the graveyard shift prior
to, or the day and afternoon shift on Thanksgiving Day or Christmas Day, all
hours worked will be compensated at a rate of one-and-one-half (1 ½) times the
employee’s regular base wage rate.
G. Police Sergeant, Lieutenant, & Captain Accrued Holiday Leave Payout: Police
sergeants, lieutenants, and captains who retire or separate from city
employment for any reason shall be compensated for any holiday time accrued
and unused during the preceding 12 months. Employees will not be
compensated for any unused holiday time accrued before the 12 months
preceding the employee’s retirement or separation.
1. Any Police sergeant, lieutenant, or captain who is transferred or promoted
to a higher level position within the department, including Deputy Chief,
Assistant Chief, or Police Chief, or to a position in another city department
will be paid out at their current base pay rate for any holiday time accrued
and unused during the preceding 12 months.
SUBSECTION II - VACATION LEAVE
The city will pay eligible employees their regular salaries during vacation periods earned and
taken in accordance with the following provisions. Except as provided for expressly in either city
policy or this plan, vacation leave hours are ineligible to be cashed out or used to exceed the
total number of hours for which an employee is regularly compensated during a work week or a
pay period.
Vacation hours may be used on the first day of the pay period following the period in which
the vacation hours are accrued.
A. Full-Time employees and appointed employees (except for those noted in
paragraphs B and C of this subsection) accrue vacation leave based upon years of
city service as follows:
Page | 17
Years of Hours of Vacation
Accrued Per Bi-weekly
City Service Pay Period
0 to end of year 3 3.73
4 to end of year 6 4.42
7 to end of year 9 4.81
10 to end of year 12 5.54
13 to end of year 15 6.15
16 to end of year 19 6.77
20 or more 7.69
B. Department directors, the mayor’s chief of staff, the mayor’s chief administrative
officer, up t o two additional senior positions in the mayor’s office as specified by the
mayor, the executive director of the city council, and justice court judges will accrue
7.69 hours each bi-weekly pay period.
C. Fire battalion chiefs in the Operations division of the Fire department will
accrue vacation leave according to the following schedule:
Years of Accrued Hours of Vacation Per
City Service Pay Period
0 to end of year 3 5.54
4 to end of year 6 6.46
7 to end of year 9 7.38
10 to end of year 12 8.31
13 to end of year 14 9.23
15 to end of year 19 10.15
20 or more 11.54
D. For any plan year in which there are 27 pay periods, no vacation leave hours will be
awarded in the 27th pay period.
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E. Years of city service are based on the most recent date the person became a full-time
salaried employee.
F. Full-time employees re-hired by the city are eligible to receive up to three years
of prior service credit for previous full-time city employment and time worked
with other public jurisdictions without a break in service. Prior service credit is
applicable for vacation accrual, and personal leave accrual, short-term disability
benefits, layoff, and awarding of employee service awards and service
certificates only. Prior service credit does not apply to any other benefits,
including longevity pay or short-term disability.
G. Full-time and appointed employees (except those listed in Paragraph B of this
subsection) may accumulate vacations, according to the length of their full-time
years of city Service, up to the following maximum limits:
Up to and including 9 years Up to 30 days/ 15 shifts/ 240 hours
After 9 years Up to 35 days/ 17.5 shifts/ 280 hours
After 14 years Up to 40 days/ 20 shifts/ 320 hours
For purposes of this subsection, "days" means "8-hour" days and “shifts” means
“24-hour” combat shifts.
H. Department directors and those included in Paragraph B of this subsection may
accumulate up to 320 hours of vacation without regard to their years of employment
with the city.
I. Any vacation accrued beyond the allowable maximums will be deemed forfeited
unless used before the end of the calendar year in which the hours are accrued.
However, in the case of an employee’s return from an unpaid military leave of
absence, leave hours may be restored according to requirements under applicable
law.
J. Vacation Payout at Termination : An employee separating from employment may not
exhaust more than 80 hours of any combination of accrued vacation, personal leave, or
banked (holiday or vacation) leave prior to their last day of employment. Employees
shall be paid at their base hourly rate for any unused accrued vacation leave time
following termination of employment, including retirement.
K. Vacation Allowance: As a recruiting incentive, the mayor or the city council may
provide a one-time allowance of up to 120 hours of vacation leave.
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SUBSECTION III - SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE
Benefits in this section are for the purpose of continuing income replacement to for
employees during absence from work due to illness, accident or personal reasons.
Some of these absences may qualify under the Family and Medical Leave Act of 1993
(FMLA). Although the city requires use of accrued paid leave prior to taking unpaid
FMLA leave, employees will be allowed to reserve up to 80 hours of non -lapsing
leave as a contingency for future use by submitting a written request to Human
Resources. Employees are not eligible to earn or receive leave benefits while on an
unpaid leave of absence.
However, employees on an unpaid military leave of absence may be entitled to the
restoration of such leave benefits, as provided by applicable law.
Employees hired on or after November 16, 1997 receive personal leave benefits
under Plan B. All other employees receive personal leave benefits pursuant to the
plan they participated in as of November 15, 1998. Employees hired before
November 16, 1997 shall receive personal leave benefits under Plan B if they
elected to do so during any city- established election period occurring in 1998 or
later.
A. Plan “A ”
1. Sick Leave
a. Sick leave is provided for full-time employees under Plan “A” as insurance
against loss of income when an employee is unable to perform assigned
duties because of illness or injury. The mayor may e stablish rules
governing the interfacing of sick leave and workers’ compensation benefits
and avoiding, to the extent allowable by law, duplicative payments.
b. Each full-time employee accrues sick leave at a rate of 4.62 hours per pay
period. For any plan year in which there are 27 pay periods, no sick leave
hours will be awarded in the 27th pay period. Authorized and unused sick
leave may be accumulated from year to year, subject to the limitations of
this plan.
1. Sick Leave Accrual for Fire Battalion Chiefs – Each covered employee
shall be entitled to 15 days of sick leave each calendar year, except for
members of the Operations division who shall be entitled to 7.5 shifts
of sick leave each calendar year. The City shall credit a covered
employee’s sick leave account in a lump sum (either 15 days or7.5
shifts) during the first month of each calendar year. Authorized and
unused sick leave may be accumulated from year to year subject to the
limitations of this plan.
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c. Under this Plan “A,” Full-Time employees who have accumulated 240
hours of sick leave may choose to convert up to 64 hours of the sick leave
earned and unused during any given year to vacation. Any sick leave used
during the calendar year reduces the allowable conversion by an equal
amount.
1. Sick Leave Conversion for Fire Battalion Chiefs – Fire Battalion Chiefs
who have accumulated 15 shifts (for Operations employees), or 240
hours (for non-Operations employees) may choose to convert a
portion of the year sick leave grant from any given year to vacation, as
follows—
Number of Sick Leave Shifts Used
During Previous Calendar Year
(Operations Only)
Number of Sick Leave Shifts
Available for Conversion
(Operations Only)
No shifts used 5 shifts
One shift used 4 shifts
Two shifts used 3 shifts
Three shifts used 2 shifts
Four shifts used 1 shift
Five or more shifts used No shifts
Number of Sick Leave Shifts Used
During Previous Calendar Year
(Support Only)
Number of Sick Leave Shifts
Available for Conversion
(Support Only)
No days used 9 days
One day used 8 days
Two days used 7 days
Three days used 6 days
Four days used 5 days
Five or more days used 0 days
d. Conversion at the maximum allowable hours will be made unless the
employee elects otherwise. Any election by an employee for no
conversion, or to convert less than the maximum allowable sick leave
hours to vacation time, must be made by notifying the employee’s
department timekeeper or the city payroll administrator, in writing, not
later than the second pay period of the new calendar year (or the
November vacation draw for Fire Battalion Chiefs). Otherwise, the
opportunity to waive conversion or elect conversion other than the
maximum allowable amount will be deemed waived for that calendar
year. In no event may sick leave days be converted from other than the
current year's sick leave allocation.
e. Any sick leave hours, properly converted to vacation benefits as above
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described, must be taken before any other vacation hours to which the
employee is entitled; however, in no event is an employee, upon the
employee’s separation from employment, entitled to any pay or
compensation for any sick leave converted to vacation. An employee
forfeits any sick leave converted to vacation remaining unused at the date
of separation from employment.
f. Sick Leave Benefits Upon Layoff. Employees who are subject to layoff
because of lack of work or lack of funds will be paid at 100% of their
hourly base wage rate as of the date of termination for each accumulated
unused sick leave hour.
2. Hospitalization Leave
a. Hospitalization leave is provided for full -time employees under Plan “A,” in
addition to sick leave authorized hereunder, as insuran ce against loss of
income when an employee is unable to perform assigned duties because of
scheduled surgical procedures, urgent medical treatment, or hospital
inpatient admission.
b. Employees are entitled to 30 days of hospitalization leave each calendar
year. Hospitalization leave does not accumulate from year to year.
Employees may not convert hospitalization leave to vacation or any other
leave, nor may they convert hospitalization leave to any additional benefit
at time of retirement.
c. Employees who are unable to perform their duties during a shift due to
preparations (such as fasting, rest, or ingestion of medicine), for a
scheduled surgical procedure, may report the absence from the affected
shift as hospitalization leave, with the prior approval of their division head
or supervisor.
d. An employee who must receive urgent medical treatment at a hospital,
emergency room, or acute care facility, and who is regularly scheduled for
work or unable to perform their duties during a shift (or work day) due to
urgent medical treatment, may re port the absence from the affected shift
as hospitalization leave. Similarly, an employee who is absent from work
while on approved leave is also allowed to claim hospitalization leave.
1. An employee who wishes to claim hospitalization leave is responsible to
report the receipt of urgent medical treatment to the employee’s
division head or supervisor as soon as practical.
Page | 22
2. For purposes of use of hospitalization leave, urgent medical treatment
includes at-home care directed by a physician immediately after the
urgent medical treatment and within the affected shift.
e. Employees who, because they are admitted as an inpatient to a hospital
for medical treatment, are unable to perform their duties, may report
the absence from duty while in the hospital as hospitalization leave.
f. Medical treatment consisting exclusively or primarily of post -injury
rehabilitation or therapy treatment, whether conducted in a hospital or
other medical facility, shall not be counted as hospitalization leave.
g. An employee requesting hospitalization leave under this section may be
required to provide verification of treatment or care from a competent
medical practitioner.
3. Dependent Leave
a. Under Plan “A,” dependent leave may be requested by a full-time
employee for the following reasons:
1. Becoming a parent through birth or adoption of a child.
2. Placement of a foster child in the employee’s home.
3. Due to the care of the employee’s child, spouse, spouse’s child, adult
designee, adult designee’s unmarried child under age 26, or parent
with a serious health condition.
b. Under Plan “A,” dependent leave may also be requested by a full-time
employee to care for an employee’s child, spouse, spouse’s child, adult
designee, an adult designee’s unmarried child under age 26, or a parent
who is ill or injured but who does not have a serious health condition.
c. The following provisions apply to the use of dependent leave by a full-
time employee:
1. Dependent leave may be granted with pay on a straight time basis.
2. If an employee has available unused sick leave, sick leave may be
used as dependent leave.
3. An employee is required to give notice of the need to take
dependent leave, including the expected duration of leave, to his or
her supervisor as soon as possible.
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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:
Retirement Month 50% sick leave will be:
January 1st – June 30th Contribution to EBC 501(c)9 Health
Reimbursement Account Plan
(premium-only account) July 1st – December 31st Cash to retiree
B. Plan “B”
1. The benefit Plan Year of Plan “B” begins in each calendar year on the first day
of the pay-period that includes November 15. Under Plan “B,” paid personal
leave is provided for employees as insurance against loss of income when an
employee needs to be absent from work because of illness or injury, to care for
a dependent, or for any other emergency or personal reason. Where the leave
is not related to the employee’s own illness or disability —or an event that
qualifies under the FMLA—a personal leave request is subject to supervisory
Page | 24
approval based on the operational requirements of the city and any policies
regarding the use of such leave adopted by the department in which the
employee works. Personal leave hours may be used on the first day of the pay
period following the period in which the hours are earned.
2. Each full-time employee under Plan “B” is awarded personal leave hours
based on the following schedule:
Months of
Consecutive Hours of
City Service Personal Leave
Less than 6 40
Less than 24 60
24 or more 80
Employees hired during the plan year are provided paid personal leave on a
pro-rated basis.
3. Not later than October 31st of each calendar year, employees covered by Plan
“B” may elect, by notifying their department timekeeper or the city payroll
administrator in writing, to:
a. Convert any unused personal leave hours available at the end of the first
pay period of November to a lump sum payment equal to the following:
For each converted hour, the employee will be paid 50 percent of the
employee’s regular hourly base wage rate (not including acting pay) in
effect on the date of conversion. In no event will total pay hereunder
exceed 40 hours of pay (80 hours at 50%); or
b. Carryover to the next calendar year up to 80 unused personal leave hours;
or
c. Convert a portion of unused personal leave hours, to a lump sum payment
as provided in subparagraph (3)(a), above, and carry over a portion as
provided in subparagraph (3)(b), above.
4. Maximum Accrual. A maximum of 80 hours of personal leave may be carried
over to the next plan year. Any personal leave hours unused at the end of the
plan year in excess of 80 will be converted to a lump sum payment as provided
in subparagraph 3(a) above.
5. Termination Benefits. An employee separating from employment may not exhaust
Page | 25
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 f rom the employee’s paycheck.
6. Conditions on Use of Personal Leave include:
a. Minimum use of personal leave, with supervisory approval, must be in no
less than quarter-hour increments.
b. Except in unforeseen circumstances, such as emergencies or the
employee’s inability to work due to illness or accident or an
unforeseen FMLA-qualifying event, an employee must provide their
supervisor with prior notice to allow time for the supervisor to make
arrangements necessary to cover the employee’s work.
c. For leave due to unforeseen circumstances, the employee must give their
supervisor as much prior notice as possible.
d. Except as provided for expressly in either city policy or this plan, personal
leave hours are ineligible to be cashed out or used to exceed the total
number of hours for which an employee is regularly compensated during
a work week or a pay period.
7. Career Enhancement Leave, Plan “B”: A full-time employee covered under this
Plan “B” is eligible, after 15 years of full-time service with the city, to be selected
to receive up to two weeks of career enhancement leave. This one -time leave
benefit could be used for formal training, informal course of study, job -related
travel, internship, mentoring or other activity that could be of benefit to the city
and the employee’s career development. Selected employees will receive their
full regular salary during the leave. Request for this leave must be submitted in
writing to the appropriate department head, stating the purpose of the request
and how the leave is intended to benefit the city. The request must be approved
by the department head and by the Human Resourc es director (who will review
the request to ensure compliance with these guidelines).
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8. Retirement/Layoff (RL) Benefit, Plan “B”
a. Full-Time employees currently covered under Plan “B” who were hired
before November 16, 1997, and who elected to be covered under Plan
“B,” shall have a retirement/layoff (RL) account equal to sixty percent of
their accumulated unused sick leave hours available on November 16,
1997, minus any hours withdrawn from that account since it was
established.
b. Full-Time employees who were hired before November 16, 1997 and who
elected in 1998 to be covered under Plan “B,” shall have a
retirement/layoff (RL) account equal to fifty percent of their accumulated
unused sick leave hours available on November 14, 1998, minus any hours
withdrawn after the account is established.
c. Full-Time employees who were hired before November 16, 1997 and who
elected in 2007 or later during any period designated by the city to be
covered under Plan “B,” shall have a retirement /layoff (RL) account equal
to forty percent of their accumulated unused sick leave hours available on
the date that Plan B participation began, minus any hours withdrawn after
the account is established.
d. Payment of the RL Account .
1. All hours in an employee’s RL account shall be payable upon
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 the cases of retirement, an eligible employees who meet the
elig ibility requirements of the Utah State Retirement System and
who retire from the city 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 Contribution to EBC 501(c)9 Health
Retirement Account Plan
(premium-only account) July 1st – December 31st Cash to retiree
e. Hours may be withdrawn from the RL account to cover an employee’s
absence from work due to illness or injury, need to care for a dependent,
any emergency or to supplement Workers’ Compensation benefits after
personal leave hours are exhausted. RL account hours, when added to
Page | 27
the employee’s workers’ compensation benefit, may not exceed the
employee’s regular net salary.
9. Short-Term Disability Insurance, Plan“B”: Protection against loss of income
when an employee is absent from work due to short-term disability shall be
provided to full-time employees covered under Plan “B” through short-term
disability insurance (SDI). There shall be no cost to the employee for SDI. SDI
shall be administered in accordance with the terms determined by the city.
SUBSECTION IV - PARENTAL LEAVE
A. Full-time employees who become parents through birth, adoption, or foster care may
take up to six consecutive weeks of paid parental leave to care for and bond with the
child. An employee may be allowed to take Pparental leave will up to one year from
start on the date of thea child’s birth or, in the case of adoption or foster care, the
date thea child is placed in the employee’s home. Parental leave may be taken during
a new employee’s probationary period. The probationary period will be extended by
an amount of time equivalent to the parental leave taken.
B. Parental leave will run concurrently (during the same period of time) with FMLA and
SDI (if applicable). Parental leave is limited to six weeks per twelve-month period. For
employees approved for short-term disability, parental leave will make up the
difference between 100% pay and 66 2/3% pay (if applicable) for up to six weeks.
SUBSECTION V - BEREAVEMENT LEAVE
A. Time off with pay will be granted to an An employee who suffers the loss of an
immediate family member including a(n): current spouse, domestic partner, or adult
designee; child, mother, father, brother, sister; current father-in-law, mother-in-law,
son-in-law, daughter-in-law, brother-in-law, sister-in-law; grandparent; current step-
grandfather, step-grandmother; grandchild, or current step grandchild, stepchild,
stepmoth er, stepfather, stepbrother or stepsister, grandfather-in-law, grandmother-
in-law; or, domestic partner’s or adult designee’s relative as if the domestic partner
or adult designee were the employee’s spouse is eligible to be released from work
for bereavement, including attendance at a funeral, memorial service, or related
event(s).
B. In the event of death in any of these instancesof an immediate family member, the
city will provide an employee with up to five working days of paid leave for
bereavement, including attendance at a funeral, memorial service, or related
event(s). The employee will be permitted one additional day of bereavement leave if
the employee attends a funeral, memorial service or equivalent event that is held
more than 150 miles from Salt Lake City and the day following the memorial service
or equivalent event is a regular working shift.
Page | 28
B.C. In the event of death of a first-line extended relative of an employee, or of an
employee’s spouse, domestic partner, or adult designee’s relative as if the adult
designee were the employee’s spouse not covered in paragraph A above (such as an
uncle, aunt or cousin), the city will provide an employee with up to pay an employee
for time off for one work shift for bereavement, including attendance at a funeral,
memorial service, or related event(s) to attend memorial services. The employee will
be permitted one additional day of bereavement leave if the employee attends a
funeral, memorial service or equivalent event that is held more than 150 miles from
Salt Lake City and the day following the memorial service or equivalent event is a
regular working shift.
C.D. In the event of death of a friend, an employee may be allowed to use vacation or
personal leave for time off to attend the funeral or memorial service, as
approved by an immediate supervisor.
D.E. In the event of death of any covered family member while an employee is on
vacation leave, an employee’s absence may be extended and authorized as
bereavement leave.
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 Marin e Corps, United States Air Force,
commissioned Corps of the National Oceanic and Atmospheric Administration,
United States Coast Guard, or the commissioned corps of the Public Health Service,
is entitled to be absent from his or her duties and service from the city, without pay,
as required by applicable l law. Leave will be granted in accordance with the
Uniformed Services Employment and Reemployment Rights Act (USERRA).
B. Leave while on duty with the armed forces or Utah National Guard. An employee
who is or who becomes a member of the reserves of the federal armed forces,
including the United States Army, United States Navy, United States Marine Corps,
United States Air Force, and the United States Coast Guard, or 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.
Page | 29
1. Employees are entitled to retain statutory fees paid for service in a federal
court, state court, or city/county justice court.
2. On any day that an employee is required to report for service and is
thereafter excused from such service during his or her regular working
hours from the city, he or she must forthwith return to and carry on his
or her regular city employment. Employees who fail to return to work
after being excused from service for the day are subject to discipline.
B. Court Appearances. A Police sergeant is eligible to receive compensation as a
witness subpoenaed by the city, the State of Utah, or the United States for a court
or administrative proceeding appearance as follows:
1. Appearances in court or administrative proceeding made while on-duty will
be compensated as normal hours worked.
2. In the event an appearance extends beyond the end of an employee's
regularly scheduled shift, time will be counted as normal work time for the
purpose of computing an employee's overtime compensation.
3. Employees are entitled to retain statutory witness fees paid for service in a
federal court, state court, or city/county justice court.
34. Appearances made while off-duty will be compensated as follows:
(a) The city will pay employees for two hours of preparation time
plus actual time spent in court or in an administrative hearing
at one and one-half times their regular hourly rate. Lunch
periods granted are not considered compensable time.
Compensation for additional preparation time for any
subsequent appearance during the same day is allowed only
when there is at least two hours between the employee’s
release time from a prior court or administrative proceeding
and the start of the other.
(b) If the time spent in court or administrative proceeding
extends into the beginning of the employee's regularly
scheduled work shift, time spent in court or in administrative
proceeding will be deemed ended at the time such shift is
scheduled to begin.
45. 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.
Page | 30
56. Any employee failing to appear in compliance with the terms of a
formal notice or subpoena may be subject to disciplinary action.
SUBSECTION VIII - INJURY LEAVE (SWORN POLICE AND FIRE EMPLOYEES ONLY)
The city has established rules governing the administration of an injury leave program for sworn
police officers and firefighters under the following qualifications and restrictions:
A. The disability must have resulted from an injury arising out of the discharge of
official duties or while exercising some form of necessary job-related activity as
determined by the city;
B. The employee must be unable to return to work due to the injury, as verified by a
medical provider acceptable to the city;
C. The leave benefit may not exceed the value of the employee's net sala ry during the
period of absence due to the injury, less all amounts paid or credited to the
employee as workers’ compensation, Social Security, long-term disability or
retirement benefits, or any form of governmental relief whatsoever;
D. The value of benefits provided to employees under this injury leave program may
not exceed the total of $5,000 per employee per injury, unless approved in writing
by the employee’s department head after receiving an acceptable treatment plan
and consulting with the city’s risk manager;
E. The city's risk manager is principally responsible for the review of injury leave
claims, except that appeals from the decision of the city’s risk manager may be
reviewed by the Human Resources director, who may make recommendations to
the mayor for final decisions;
F. If an employee is eligible for workers’ compensation as provided by law and is not
receiving injury leave pursuant to this provision, an employee may elect to use
either accumulated sick leave or hours from the RL account, if applicable, and
authorized 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
Page | 31
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.
APPENDIX A - SALT LAKE CITY CORPORATION
GENERAL EMPLOYEE PAY PLAN (GEPP)
Effective June 28, 2020June 27, 2021
GRADE MINIMUM CITY MARKET MAXIMUM
SEAX/HRLY $10.87 $35.00
10 $11.54 $15.07 $18.60
11 $12.10 $15.83 $19.55
12 $12.71 $16.76 $20.79
13 $13.35 $17.46 $21.56
14 $14.01 $18.26 $22.51
15 $14.71 $19.33 $23.93
16 $15.44 $20.46 $25.46
17 $16.22 $21.28 $26.34
18 $17.03 $22.62 $28.20
19 $17.88 $23.63 $29.36
20 $18.78 $24.63 $30.47
21 $18.95 $25.84 $32.74
22 $19.91 $27.16 $34.40
23 $20.91 $28.52 $36.14
24 $21.95 $29.93 $37.92
25 $23.04 $31.42 $39.81
26 $24.20 $33.01 $41.81
27 $25.40 $34.66 $43.93
28 $26.66 $36.42 $46.17
29 $28.01 $38.24 $48.47
30 $29.41 $40.15 $50.90
31 $30.88 $42.17 $53.45
32 $32.42 $44.27 $56.11
33 $34.05 $46.49 $58.93
34 $35.75 $48.81 $61.88
35 $37.53 $51.25 $64.97
36 $39.41 $53.81 $68.22
37 $41.38 $56.50 $71.62
38 $43.45 $59.33 $75.20
39 $45.63 - $95.83
40 $47.90 - $100.60
41 $50.30 - $163.20
GRADE MINIMUM CITY MARKET MAXIMUM
SEAX/HRLY $10.87 $35.00
10 $11.66 $15.22 $18.79
11 $12.22 $15.99 $19.75
12 $12.84 $16.93 $21.00
13 $13.48 $17.63 $21.78
14 $14.15 $18.44 $22.74
15 $14.86 $19.52 $24.17
16 $15.59 $20.66 $25.71
17 $16.38 $21.49 $26.60
18 $17.20 $22.85 $28.48
19 $18.06 $23.87 $29.65
20 $18.97 $24.88 $30.77
21 $19.14 $26.10 $33.07
22 $20.11 $27.43 $34.74
23 $21.12 $28.81 $36.50
24 $22.17 $30.23 $38.30
25 $23.27 $31.73 $40.21
26 $24.44 $33.34 $42.23
27 $25.65 $35.01 $44.37
28 $26.93 $36.78 $46.63
29 $28.29 $38.62 $48.95
30 $29.70 $40.55 $51.41
31 $31.19 $42.59 $53.98
32 $32.74 $44.71 $56.67
33 $34.39 $46.95 $59.52
34 $36.11 $49.30 $62.50
35 $37.91 $51.76 $65.62
36 $39.80 $54.35 $68.90
37 $41.79 $57.07 $72.34
38 $43.88 $59.92 $75.95
39 $46.09 - $96.79
40 $48.38 - $101.61
41 $50.80 - $164.83
APPENDIX B – APPOINTED EMPLOYEES BY DEPARTMENT
Effective June 28, 2020
June 27, 2021
911 BUREAU Job Title Grade
911 DISPATCH DIRECTOR 041X
911 COMMUNICATIONS DEPUTY DIRECTOR 032X
EXECUTIVE ASSISTANT 024X
AIRPORT
EXECUTIVE DIRECTOR OF AIRPORTS 041X
CHIEF OPERATING OFFICER, AIRPORT 040X
DIRECTOR AIRPORT ENGINEERING 039X
DIRECTOR AIRPORT MAINTENANCE 039X
DIRECTOR FINANCE/ACCOUNTING AIRPORT 039X
DIRECTOR OF AIRPORT ADMINISTRATION/COMMERCIAL SERVICES 039X
DIRECTOR OF AIRPORT INFORMATION TECHNOLOGY 039X
DIRECTOR OF AIRPORT PLANNING & CAPITAL PROJECTS 039X
DIRECTOR OF OPERATIONS - AIRPORT 039X
DIRECTOR OF OPERATIONAL READINESS & TRANSITION 039X
DIRECTOR COMMUNICATIONS & MARKETING 038X
EXECUTIVE ASSISTANT 024X
CITY ATTORNEY
CITY ATTORNEY 041X
DEPUTY CITY ATTORNEY 040X
CITY RECORDER 033X
CITY COUNCIL
COUNCIL MEMBER-ELECT N/A*
EXECUTIVE DIRECTOR CITY COUNCIL OFFICE 041X
COUNCIL LEGAL DIRECTOR 039X
DEPUTY DIRECTOR - CITY COUNCIL 039X
ASSOCIATE DEPUTY DIRECTOR COUNCIL 037X
SENIOR ADVISOR CITY COUNCIL 037X
SENIOR PUBLIC POLICY ANALYST 033X
COMMUNICATIONS DIRECTOR CITY COUNCIL 031X
COMMUNITY FACILITATOR 031X
OPERATIONS MANAGER & MENTOR – CITY COUNCIL 031X
PUBLIC POLICY ANALYST 031X
POLICY ANALYST/PUBLIC ENGAGEMENT 028X
PUBLIC ENGAGEMENT & COMMUNICATIONS SPECIALIST II 028X
CONSTITUENT LIAISON/POLICY ANALYST 027X
CONSTITUENT LIAISON 026X
PUBLIC ENGAGEMENT & COMMUNICATIONS SPECIALIST I 026X
ASSISTANT TO THE COUNCIL EXECUTIVE DIRECTOR 025X
COUNCIL ADMINISTRATIVE ASSISTANT/AGENDA 024X
COUNCIL ADMINISTRATIVE ASSISTANT 021X
COMMUNITY & NEIGHBORHOODS
DIRECTOR OF COMMUNITY & NEIGHBORHOODS 041X
CITY ENGINEER 039X
DEPUTY DIRECTOR - COMMUNITY & NEIGHBORHOODS 037X
DEPUTY DIRECTOR - COMMUNITY SERVICES 037X
DIRECTOR OF TRANSPORTATION (ENGINEER) 037X
PLANNING DIRECTOR 037X
BUILDING OFFICIAL 035X
DIRECTOR OF HOUSING & NEIGHBORHOOD DEVELOPMENT 035X
DIRECTOR OF TRANSPORTATION (PLANNER) 035X
YOUTH & FAMILY DIVISION DIRECTOR 035X
EXECUTIVE ASSISTANT 024X
ECONOMIC DEVELOPMENT
DIRECTOR OF ECONOMIC DEVELOPMENT 041X
DEPUTY DIRECTOR ECONOMIC DEVELOPMENT 037X
ARTS DIVISION DIRECTOR 032X
BUSINESS DEVELOPMENT DIVISION DIRECTOR 032X
FINANCE
CHIEF FINANCIAL OFFICER 041X
CITY TREASURER 039X
DEPUTY CHIEF FINANCIAL OFFICER 039X
CHIEF PROCUREMENT OFFICER 033X
FIRE
FIRE CHIEF 041X
DEPUTY FIRE CHIEF 037X
ASSISTANT FIRE CHIEF 035X
HUMAN RESOURCES
CHIEF HUMAN RESOURCES OFFICER 041X
DEPUTY CHIEF HUMAN RESOURCES OFFICER 037X
CIVILIAN REVIEW BOARD INVESTIGATOR 035X
TRANSITION CHIEF OF STAFF 041X*
TRANSITION COMMUNICATIONS DIRECTOR 039X*
TRANSITION EXECUTIVE ASSISTANT 024X*
INFORMATION MGT SERVICES
CHIEF INFORMATION OFFICER 041X
CHIEF INNOVATIONS OFFICER 039X
JUSTICE COURTS
JUSTICE COURT JUDGE 037X
CITY COURTS ADMINISTRATOR 033X
MAYOR
CHIEF OF STAFF 041X
CHIEF ADMINISTRATIVE OFFICER 041X
COMMUNICATIONS DIRECTOR 039X
DEPUTY CHIEF OF STAFF 039X
SENIOR ADVISOR 039X
COMMUNICATIONS DEPUTY DIRECTOR 030X
POLICY ADVISOR 029X
REP COMMISSION POLICY ADVISOR 029X
COMMUNITY LIAISON 026X
EXECUTIVE ASSISTANT 024X
OFFICE MANAGER - MAYOR'S OFFICE 024X
COMMUNITY OUTREACH - EQUITY & SPECIAL PROJECTS
COORDINATOR 024X
COMMUNICATION AND CONTENT MANAGER - MAYOR'S OFFICE 021X
ADMINISTRATIVE ASSISTANT 019X
CONSUMER PROTECTION ANALYST 016X
POLICE
CHIEF OF POLICE 041X
ASSISTANT CHIEF OF POLICE 039X
DEPUTY CHIEF POLICE 037X
ADMINISTRATIVE DIRECTOR - COMMUNICATIONS 037X
ADMINISTRATIVE DIRECTOR - INTERNAL AFFAIRS 037X
PUBLIC LANDS PUBLIC LANDS DIRECTOR 041X
DEPUTY DIRECTOR, PUBLIC LANDS 037X
GOLF DIVISION DIRECTOR 035X
PARKS DIVISION DIRECTOR 035X
PUBLIC SERVICES
DIRECTOR OF PUBLIC SERVICES 041X
CITY ENGINEER 039X
DEPUTY DIRECTOR OF ADMINISTRATIVE SERVICES 038X
DEPUTY DIRECTOR OF OPERATIONS 038X
DEPUTY DIRECTOR OF PUBLIC LANDS 038X
FACILITIES DIVISION DIRECTOR 035X
FLEET DIVISION DIRECTOR 035X
GOLF DIVISION DIRECTOR 035X
PARKS DIVISION DIRECTOR 035X
STREETS DIVISION DIRECTOR 035X
YOUTH & FAMILY DIVISION DIRECTOR 035X
COMPLIANCE DIVISION DIRECTOR 035X
EXECUTIVE ASSISTANT 024X
PUBLIC UTILITIES
DIRECTOR OF PUBLIC UTILITIES 041X
DEPUTY DIRECTOR OF PUBLIC UTILITIES 039X
FINANCE ADMINISTRATOR PUBLIC UTILITIES 039X
CHIEF ENGINEER - PUBLIC UTILITIES 037X
WATER QUALITY & TREATMENT ADMINSTRATOR 037X
EXECUTIVE ASSISTANT 024X
REDEVELOPMENT AGENCY
DIRECTOR, REDEVELOPMENT AGENCY 039X
DEPUTY DIRECTOR, REDEVELOPMENT AGENCY 037X
SUSTAINABILITY
SUSTAINABILITY DIRECTOR 041X
SUSTAINABILITY DEPUTY DIRECTOR 037X
WASTE & RECYCLING DIVISION DIRECTOR 035X
Except for a change in job title or reassignment to a lower pay level, no appointed position on this pay plan may be
added, removed or modified without approval of the City Council.
* Compensation for transitional positions, including city council member -elect, is set as provided under Chapter 2.03.030 of the Salt Lake
City Code. Benefits for transitional employees are equivalent to those provided to full -time employees. Except for leave time, benefits for
city council members-elect are also equivalent to those provided to full-time employees.
APPENDIX C – ELECTED OFFICIALS SALARY SCHEDULE
Annual Salaries
Effective June 28, 2020
June 27, 2021
.
Mayor $146,578
148,034
Council Members $36,650 37,017
Except for leave time, benefits for the mayor and city council members are equivalent to those
provided to full-time employees.
APPENDIX D- U TAH STATE RETIREMENT CONTRIBUTIONS FY 20202021-
20212022
Tier 1 Defined Benefit System
System Employee
Contribution Employer Contribution Total
Public Employees Contributory System 06.0% 2014.46
%
20.46%
Public Employees Noncontributory System 0 18.47% 18.47%
Public Safety Noncontributory System 0 46.71% 46.71%
Firefighters Retirement System 0 23.95% 23.95%
Tier 1 Post Retired
System
Post Retired Employment
After 6/30/10 – NO 401(k)
Amortization of UAAL*
Post Retired Employment Before
7/1/2010
Optional 401(k)
Public Employees Noncontributory System
6.61%
11.86%
Public Safety Noncontributory System 24.20% 22.51%
Firefighters Retirement System 0% n/a
Tier 2 Defined Benefit Hybrid System
Employee
Contribution
Employer
Contribution
401(k) Total
Public Employees Noncontributory System 0% 15.80% 0.89% 16.69%
Public Safety Noncontributory System
(for entry and two year pay steps only)
2.27% (city
paid) 38.28% 6.00% 46.55%
Public Safety Noncontributory System
(for pay steps year four or more)
2.27% (city
paid) 38.28% 0% 40.55%
Firefighters Retirement System 2.27% (city
paid) 14.08% 0% 16.35%
Tier 2 Defined Contribution Only
Employee
Contribution
Employer
Contribution
401(k) Total
Public Employees Noncontributory System 0% 6.69% 10.00% 16.69%
Public Safety Noncontributory System
(for entry and two year pay steps only)
0% 24.28% 20.0022.27% 44.2846.55%
Public Safety Noncontributory System
(for pay steps year four or more)
0% 24.28% 14.0016.27% 38.2840.55%
Firefighters Retirement System 0% 0.08% 14.0016.27% 14.0816.35%
Executive Non-Legislative
Position Employer Contribution
Public Employees Noncontributory System
Department Heads, Mayor,
Mayor’s Chief of Staff, Chief
Administrative Officer, Up to Two
Additional Senior Executives in
the Mayor’s Office, Executive
Director for City Council
Normal contribution into Utah Retirement
System (URS)with 3% into 401(k)
– OR –
If Tier 1 and exempt from system or Tier II
and exempt from vesting, 401k contribution
equal to the applicable URS system
contribution plus 3%
Public Safety Noncontributory System Department Head Same as above
Firefighters Retirement System Department Head Same as above
Council Members Elected with prior service in the Utah Retirement System
(Tier 1 Defined Benefit)
System Employee
Contribution Employer Contribution Total
Public Employees Noncontributory System 0 18.47% 18.47%
If exempt… 0 10% base salary to 401(k) 10%
Council Members Elected After July 1, 2011 with no prior service in the Utah Retirement System (may
exempt from vesting)
Tier 2 Defined Contribution Only
Employer 401K Total
6.69% 10% 16.69%
Tier 2 Defined Benefit Hybrid System
Employer 401K Total
15.80% 0.89% 16.69%