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037 of 2009 - compensation plan for all non-represented employees 0 09-1 0 09-20 SALT LAKE CITY ORDINANCE No. 37 of 2009 (Approving the Compensation Plan for All non-represented Employees of Salt Lake City) AN ORDINANCE APPROVING A COMPENSATION PLAN FOR ALL NON- REPRESENTED EMPLOYEES OF SALT LAKE CITY. 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 employees. Three copies of said Compensation Plan shall be maintained in the City Recorder's Office for public inspection. SECTION 2. APPLICATION. The Compensation Plan shall not apply to employees whose employment terminated prior to the effective date of this Ordinance. SECTION 3. EFFECTIVE DATE. This Ordinance shall be deemed effective on July 1, 2009. Passed by the City Council of Salt Lake City, Utah, this 16th day of June , 2009. C AIRPERSO ATTEST: r,v r CITY RECORDS a' Vim.`kpORA�� Transmitted to the Mayor on 6-16-09 • Mayor's Action: X Approved. Vetoed. 14 lI MAYO• ATTEST: 0TY RECORDER it/ (SEAL) :i ' y�1, • V 1 i. Bill No. 37 of 2009. C'��poRA s�. Published: 7-1-09 • APPROVED AS TO FORM Salt Lake City Attorneys Office Date 2 ,••o BY 2 FY 2010 COMPENSATION PLAN FOR SALT LAKE CITY CORPORATION EFFECTIVE DATE The provisions of this plan shall be effective commencing July 1, 2009. II. EMPLOYEES COVERED BY THIS PLAN Employees subject to this plan include: Full-Time, Regular Part-Time and Job Sharing City employees not otherwise represented by a recognized collective bargaining unit and not covered by the provisions of an applicable memorandum of understanding, including "600 Series" and "300 Series" "Exempt and Non-Exempt Professional" employees; Regular Part-time "700 Series" employees; Police Lieutenants & Captains, classified as "800 Series"; "900 Series" "Exempt"Fire Battalion Chiefs; and, Elected Officials and full-time employees classified as "Appointed". III. WAGES AND SALARIES A. Determination 1. The Mayor shall develop policies and guidelines for the administration of the pay plans. 2. To the degree that funds permit, employees shall be paid compensation that: a. Is commensurate with the skills and abilities required of the position; b. Achieves equal pay for equal work; c. Attains comparability and is competitive with the compensation paid by other public and/or private employers with whom the City compares and/or competes for personnel recruitment and retention. 3. When applicable, compensation surveys used to determine comparability shall include a cross section of comparable benchmark positions in organizations with whom the City competes for personnel recruitment and retention. a. Compensation surveys shall measure total compensation including salaries and wages, paid leave, group insurance plans, retirement, and all other benefits. b. The compensation plans may provide salary range widths that reflect the normal growth and productivity potential of employees within a job classification. 4. Due to the current economic crisis, the City will suspend and reduce each City employee's base salary or hourly rate by 1.5% beginning July 1, 2009. In exchange for this suspension, the City shall provide each employee one (1) additional personal holiday during each quarter for a total of four (4) additional personal holidays during fiscal year 2010. An employee not using a personal holiday during the quarter it is provided will lose the right take the personal holiday and will not receive any additional compensation for the suspension of pay. Use of additional personal holidays shall be taken upon request of each employee and at the discretion of the employee's supervisor. 1 B. Schedules 1. Full-Time "300 Series" Non-Exempt Professional (non-union) employees shall be paid compensation according to the wage schedule attached as Appendix "A." "Non-Exempt Professional" employees shall mean Professional employees who are covered by the overtime provisions of the FLSA. 2. Full-Time "600 Series" Exempt Professional employees shall be paid compensation according to the salary schedule attached as Appendix "B." "Exempt Professional" employees shall mean Professional employees who are defined by §213 of the Fair Labor Standards Act (the "FLSA") as exempt from the Act's overtime provisions. 3. Regular Part-Time "700 Series" employees are those who were hired prior to July 1, 1996, who are regularly required to work twenty (20) or more but less than forty (40) hours a week; or employees, hired on or after July 1, 1996, who are regularly required to work twenty-four (24) or more but less than forty (40) hours a week. Wages paid to employees covered by this plan shall be based on comparability to wages paid by other public employers and private enterprises for similar work, provided,however, that employees covered by this Plan, hired on or after July 1, 1996, shall not receive compensation higher than the entry level for the applicable job grouping. 4. Full-time"800 Series" Lieutenants and Captains in the City's Police Department shall be paid compensation according to the wage schedule attached as Appendix "C „ 5. Employees classified as "900 Series" "Exempt" Battalion Chiefs in the City's Fire Department shall be paid compensation according to Appendix "D." 6. "Appointed" employees, with the exception of Justice Court Judges who are covered under this plan, 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). Appointed employees shall be paid within the ranges provided in the schedule attached as Appendix "E". Any performance-based pay adjustment about the 'Base Pay Maximum"of the salary range shall be given as a supplemental payment not added to base. In no case will such annual supplemental payment be allowed to exceed the "Range Top." 7. Elected officials shall be paid annual compensation according to schedule attached as Appendix "F." C. Other Compensation. The foregoing shall not restrict the Mayor or the City Council from distributing appropriated monies to employees of the City in the form of discretionary retention incentives or retirement contributions; or special lump sum supplemental payments. Retention incentives or special lump sum payments 2 recommended by the department directors, Police Chief or Fire Chief are subject to the Mayor's approval. The Mayor or the City Council may also grant a discretionary retention incentive benefit, if deemed appropriate due to employment market conditions or where it would be in the City's best interests to do so. Additionally, nothing in the foregoing shall restrict the Mayor from classifying or advancing employees under rules established by the Mayor. IV. INSURANCE A. Group Insurance. The City will make available medical, dental, life, accidental death & dismemberment, long-term disability insurance and an employee assistance program (EAP)to all eligible employees and their eligible spouse, adult designee, dependents and dependents of adult designee. The City's contribution towards any medical plan will be an amount equal to 90% of the total premium of the most economical medical plan (Summit Care). The City will pay 100% of the basic term life and basic accidental death& dismemberment plan premiums. The City will deduct the employee-portion of any premiums due for benefit plans for which an employee elects, including medical, dental, additional life insurance, additional accidental death & dismemberment and long-term disability each bi-weekly pay day. B. The City will participate in the Nationwide Post Employment Health Plan, as adopted by the City by ordinance. Each year, the City will contribute $24.30 per biweekly pay period into each employee's Nationwide Post Employment Health Plan account. For any year in which there are 27 pay periods, no such contribution will be made on the 27th pay period. V. WORKERS' COMPENSATION In addition to the foregoing, the Mayor may provide for Workers' Compensation coverage to the employees under applicable provisions of State statute. VII. RETIREMENT A. Retirement Programs. The City hereby adopts the Utah State Retirement System for providing retirement pensions to employees covered by the plan. The City may permit or require the participation of employees in its retirement program(s) under terms and conditions established by the Mayor and consistent with state law. Such programs may include: 1. The Utah State Public Employees' or Public Safety Retirement Systems (Contributory and Non-Contributory); or, the Utah Firefighters Retirement System 2. Deferred Compensation Programs 3. Retirement Incentive Programs B. The 2009-2010 fiscal year retirement contribution rates for employees covered by this paragraph are shown in Appendix "G". 3 VIII. RECOGNITION OF THE PROFESSIONAL EMPLOYEES COUNCIL The City recognizes the Professional Employees Council (PEC) to maximize input into decisions regarding this Compensation Plan. IX. SENIORITY For purposes of this Compensation Plan, "seniority" shall be defined as an employee's continuous, full-time salaried employment with the City. An employee's earned seniority shall not be lost because of absence due to authorized leaves of absence or temporary layoffs not to exceed two years. X. 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. XI. APPROPRIATION OF FUNDS All provisions in this compensation plan that involve the expenditure of funds are subject to appropriation of funds for such purposes. XII. JOB SHARING 1. Employees may be authorized, by the City, to job share a Full-Time"300 Series" or "600 Series"position. Under an authorized job share arrangement, the employees involved shall, pursuant to a written agreement between them, equally share in the compensation and benefits normally provided to the Full-Time position that is being shared. The Full- Time position that is being shared shall maintain its classification and the compensation and benefits equally shared shall be based on said classification. 2. A job share arrangement will not be authorized unless the following occurs: a. The employees, who are sharing a job, have voluntarily entered into a written agreement acknowledging that the hours worked and the benefits shared will be on a 50 percent basis. b. The Department Director has approved the job sharing arrangement. XIII. REGULAR PART-TIME EMPLOYEES A. Regular Part-Time employees are employees whose jobs regularly require them to work twenty (20) or more but less than forty (40) hours a week. Regular Part-Time employees do not include seasonal employees and employees who job share. B. Regular Part-Time employees shall be paid a wage equal to a prorated amount of the salary of a similarly classified Full-Time employee. C. Unless otherwise modified by the Mayor, Regular Part-Time employees shall receive fifty percent (50%) of the following benefits subject to the conditions provided in this Plan: 1. Longevity Pay; 4 2. Education and Training Pay; 3. Holidays, vacation and other leaves of absence; and, 4. City's contribution to insurance premiums. D. Regular Part-Time employees may also receive other insurance benefits, wage differentials and other allowances. E. Regular Part-Time employees may participate in retirement programs. F. There shall be no cost to Regular Part-time employee for Short-term Disability insurance. Short-term disability benefits will be prorated. 5 FY 2010 COMPENSATION PLAN FOR SALT LAKE CITY CORPORATION "600 SERIES" AND "300 SERIES" EXEMPT AND NON EXEMPT PROFESSIONAL EMPLOYEES. EFFECTIVE DATE The provisions of this plan shall be effective commencing July 1, 20082009. II. EMPLOYEES COVERED BY THIS PLAN Employees subject to this plan include: shall-be-Full-Time, Regular Part-Time and Job Sharing City employees not otherwise represented by a recognized collective bargaining unit and not covered by the provisions of an applicable memorandum of understanding, including classified as "600 Series" and "300 Series" "Exempt and Non-Exempt Professional" employees,; Regular Part-time "700 Series" employees; Police Lieutenants & Captains, classified as "800 Series"; "900 Series" "Exempt" Fire Battalion Chiefs; and. Elected Officials and full-time employees classified as "Appointed". Employees are not covered by the paid l ave and longevity payment provisions of this plan while they are on unpaid leave of absence. Howvever, employees on an unpaid military leave of absence III. WAGES AND SALARIES 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 classified as "600 Series" and "300 Series" "Exempt Professional" or "Non Exempt Professional" employees shall be paid compensation that: a. Is commensurate with the skills and abilities required of the position:.; b. Achieves equal pay for equal work; bc. Is.-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. 23. When applicable. Compensation-compensation surveys, which are used to determine comparability;shall include a reasonable cross section of comparable benchmark positions in organizations with whom the City competes for personnel recruitment and retention. 3a. -Compensation surveys shall measure total compensation including salaries and wages,paid leave, group insurance plans, retirement, and all other benefits. b.4 The compensation plans may provide salary range widths that reflect the normal growth and productivity potential of employees within a job classification. 5. The Mayor shall develop policies and guidelines for the administration of the pay plans, 64. which, subject to availability of funds. generally reflect the practices of the identified market to allow for faster salary growth in the bottom half of pay t owth in the upper half, as warranted by maturity of job responsibilities.Due to the current economic crisis, the City will suspend and reduce each City employee's base salary or hourly rate by 1.5%beginning July 1, 2009. In exchange for this suspension,the City shall provide each employee one (I) additional personal holiday during each quarter for a total of four(4) additional personal holidays during fiscal year 201 0. An employee not using a personal holiday during the quarter it is provided will lose the right take the personal holiday and will not receive any additional compensation for the suspension of pay. Use of additional personal holidays shall be taken upon request of each employee and at the discretion of the employee's supervisor. B. Schedules . , be referred to as either "Exempt Professional" (600 Series) employees or "Non Exempt Professional" (300 Series) employees. b. As used in this Compensation Plan, "Non Exempt Professional" employees provisions of the Act. 21. Effective June 29, 2008, Full-Time "600 Series" Exempt Professional "300 Series" Non-Exempt Professional (non-union) employees shall be paid compensation according to the wage schedule attached as Appendix "A." .""Non- Exempt Professional" employees shall mean Professional employees who are covered by the overtime provisions of the FLSA. 2. Effective June 29, 2008, Full-Time "300 Series" Non Exempt Professional "600 Series" Exempt Professional employees shall be paid compensation according to the salary schedule attached as Appendix "B." "Exempt Professional" employees shall mean Professional employees who are defined by ti2l3 of the Fair Labor Standards Act (the "FLSA") as exempt from the Act's overtime provisions. 3. Regular Part-Time "700 Series" employees are those who were hired prior to July 1, 1996, who are regularly required to work twenty (20) or more but less than forty (40) hours a week: or employees, hired on or after July 1, 1996. who are regularly required to work twenty-four (24) or more but less than forty (40) hours a week. Wages paid to employees covered by this plan shall be based on comparability to wages paid by other public employers and private enterprises for similar work, provided, however, that employees covered by this Plan, hired on or after July 1, 1996, shall not receive compensation higher than the entry level for the applicable job grouping. 2 4. Full-time "800 Series" Lieutenants and Captains in the City's Police Department shall be paid compensation according to the wage schedule attached as Appendix "C." 5. Employees classified as "900 Series" "Exempt" Battalion Chiefs in the City's Fire Department shall be paid compensation according to Appendix "D." b. "Appointed" employees, with the exception of Justice Court ,fudges who are covered under this plan, 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). Appointed employees shall be paid within the ranges provided in the schedule attached as Appendix "E". Any performance-based pay adjustment about the 'Base Pay Maximum" of the salary range shall be given as a supplemental payment not added to base. In no case will such annual supplemental payment he allowed to exceed the "Range Top. 7. Elected officials shall be paid annual compensation according to schedule attached as Appendix "F." C. Other Compensation. The foregoing shall not restrict the Mayor or the City Council from distributing appropriated monies to employees of the City in the form of discretionary retention incentives or retirement contributions; or special lump sum supplemental payments. Retention incentives or special lump sum payments are recommended by the department directors, Police Chief or Fire Chief and-are subject to the Mayor's approval. The Mayor or the City Council may also grant a discretionary retention incentive benefit, if deemed appropriate due to employment market conditions or where it would be in the City's best interests to do so. Additionally, nothing in the foregoing shall restrict the Mayor from classifying or advancing employees under rules established by the Mayor. IV. LONGEVI"T'Y PAY with the City shall receive a monthly longevity' benefit in the sum of$50.00. Said loyees who have completed 10 full years of employment with the City. Said benefit shall be -ted 20 full years of employment with the City. The computation of longevity pay shall be based on the most recent date the person became a Full Time salaried employee. B. Pension Base Pay. Longevity paid to Full Time employees pursuant to paragraph • contributions. C. The benefit under this Article IV is paid pro rata each bi weekly pay period, based on • • • p • • ^ • •I . . • • • di • P. , • I• I •• •► • • • ' 'n • I• .' •r • • +► • • di • o • . • . s • • • •r • • • +► , •• 4 • I a • • 1 ' n • E ' • +• • •1• •• t 1 • • • •• 1 •• • ' ` p ' ' • •• : • +• •► + • •• • • A O • t . I .. • • . I ' i • 1 •I . r. • • • • • • • ♦ • F • Ir .. • J •• , • •• • +• • •I • •J ^. • 1 • a • • 0 • a I• •• 1 41 • • •• A ' • • la •• •. • • E • • •► • • •• •• • �• r •I Mt • O rt • • • + •► • 1 • - . •► •. I• I I. • E •► • •► • •r < J . ►• E _ a, • 1 ' , 11 • • 1• •/ r ', . •r t t 11 • • I • I r • +• • • I►• II •• •• •• •< •• •• • + ' •• . • • • • • • • T • • . o a• -. • < I • . 1• • 1 • •• • • • •• • • . • •• +• • • •► a . • r di •. • 1 • . 1 • • . • • •• •• , • •• : r t • f •• 4. I • • • � • 11 414 • ( • I Ir . 1• - • •• • • • •I •. o • • •r .• C • • v I• 1• • . r • .• •• • • •1► • 1 ' 111. I• 1 • • a • • • • 1• • r . ♦ < to• . I I • • • • •• r •• •' I• • • • - • • •1 • n • - •► . • •• 14 • I . 1 • I• f r •• t. 4. • • • • I• f a, • •• r • O • f� 1 • •• . . . O ' •r • , • J • • '1 ^ • • 1• • • • • •• ( r 1 • I• r • • • • • 10 O •• - •I • r . ,� - I 1 r y f 1 . < •• • - • 1 • • 1• r p • 1 • I •• 1 . • • • a• • • . O r r r • •► • a • J • F • • • C • J , • • ••• P r I o - 1. Employees who have been released from normally scheduled work and standby periods, and who return to their normal work site upon direction of an appropriate department head or designated representative prior to their next normal duty shift and without advanced notice or scheduling, shall receive a a minimum four ('1) hours work or straight time pay thereof 2. Employees who have been released from normally scheduled work but have not been released from standby status and who return to their normal work site upon direction of an appropriate department head or designated representative prior to their-next-normal dut 3. Full Time "300 Series" employees may be eligible for: (1) 2 hours of straight time pay for ach 24 hour period of limited standby status: or(2) 2 hours straight time pay for each 12 hour period of limited standby status if they are Department of Airports or Public Utilities Department employees. 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. B. Shift Allowance. Full Time "60() Series" employees who work a regularly scheduled swing shift or night shift during a month will receive an allowance of$69.60 per pay period. See paragraph D. below. Exception: The allowance for Full Time "600 Series"employees will be $92.00 per pay period if the assigned shift begins between midnight and 5:59 a.m. C. Shift Differential. Full Time "300 Series"employees who work a regularly scheduled swing shift or night shift will receive a differential of$.85 an hour. See paragraph D below. Exception: The allowance for Full Time "300 Series" employees will be $1.15 an hour if the assigned shift begins between midnight and 5:59 a.m. D. For purposes of paragraphs 13. and C. above, a regularly scheduled swing shift or night shift means a regularly scheduled shift that starts between 12:00 noon and 5:59 a.m. However, if an employee requests a start time falling within this period that is hated by the City. and the granting of such request will not compromise the City's needs, then the request may be granted without shift differential. The request must be in writing and signed by the employee. E. Acting/Working out of Classification. From time to time, employees may be asked to temporarily assume some or all of the duties of a supervisor or other team member in that person's absence. Employees who feel that they are asked to perform the person to whom they report during the temporary assignment. With guidance from the department head, said person will decide on the basis of how much responsibility is assumed and the length of the temporary assignment whether b working days. the employee may request a review by the Division of Human b VII.E. may be retroactive. 5 F. Snowfighter Pay for Full Time "300 Series" Employees Designated by the City. Full Time "300 Series" employees designated by the City as members of the Snow Fighter Corps shall receive a pay differential equal to $150 per pay period for the snowfighter season (October 19. 2008 to March 7, 2009), not to exceed $1,500 during each fiscal year of this compensation plan. Such pay differential shall be for gquipment shall be assigned to the Snowfighter Corps by department seniority on a volunteer basis. If the City does not have enough volunteers to staff a snowfighter crew, as determined by the supervisor or department h ad, employees shall be Provided, however, that any employee otherwise qualified for the allowance, who is absent from normal scheduled work more than 5 working days in a pay period, shall be ineligible to receive the allowance for that pay period. Vacation and determining eligibility for the allowance described in this article VII. F. V111. ALLOWANCES A. Meal Allowance. Employees shall be eligible for meal allowances in the amount of $10.00 when said employees work 2 or more hours consecutive to their normally B. Business Expenses. City policy shall govern the authorization of employee advancement or reimbursement for actual expenses reasonably incurred in the performance of City business. Advancement or reimbursement shall be approved established by the City Council. C. Automobiles 1. The Mayor may authorize, subject to the conditions provided in City policy, 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, and who-do use, privately owned automobiles for official City business shall be reimbursed for the operation D. Uniform Allowance. Employees shall be provided the following monthly uniform allowances when required to wear uniforms in the performance of their duties: I.Airport Police supervisory employees $75.00 2.Field Supervisor(Parking Enforcement) $65.00 .Watershed Management Division Personnel $65.00 6 5.Uniform allowances are provided if the employees maintain their uniforms in reasonably good, clean, neat and pressed condition. Uniforms shall have proper idelltifieatien-aml-Iffsfgrilas-afkl-shalT-not-be-fra-Yed- r-uffsightIN',—Unifeffns-sh all be in compliance with applicable department regulations. Failure to maintain the uniform in accordance with the above shall be grounds for forfeiture of uniform allowances provided in this paragraph VIII.D. E. Allowances for Certified Golf Teaching Professionals. The Mayor may, within budgeted appropriations and as business needs and market surveys 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. Such individuals may be salaried or seasonal employees. Payment to an employee for lesson revenue generated shall be reduced by 1) a 10 percent administrative fee to be retained by the Golf Division, and 2) the employee's payroll tax withholding requirements in accordance with federal and state law, IX. HOURS OF SERVICE 300 SERIES EMPLOYEES A. Flours Worked. For Full Time "300 Series" employees. 7 days shall constitute a workweek and 40 hours shall constitute a normal work schedule. Exceptions may be permitted with approval of the Director of Human Resource Management. Overtime work is to be discouraged. In case of unforeseen circumstances or whenever public interest demands, an employee may be required by a Department Director to perform overtime work. This paragraph shall not be construed to limit or prevent the City from changing or establishing work schedules and shifts as the need arises or to guarantee employees 10 hours work per week. The City may adopt variable work week schedules including 8 hour, 10 hour, 12 hour or other approved shifts. It is the City's intent to give reasonable notice of any work schedule and shift changes to all affected employees. A shift change shall mean a change from one permanent shift (day shift, swing shift. graveyard shift)to another permanent shift. B. Rest Periods. Employees shall be entitled to a 15 minute rest period during each 4 hour working period, which time shall be included within the work shift, except where extraordinary circumstances render such break impracticable. A reasonable effei-l-sha11-be-niad -te-pfovide-sueli-breaks-tiear-the-middle-ef-eaeh-4-heur-wer-k period: provided, however, there shall he no additional compensation paid to employees electing or required to forego such rest period. Rest periods provided herein shall be counted as time worked for purposes of computing overtime compensation. C. Meal Period. Employees shall be granted a lunch period not to exceed sixty (60) minutes during shift; provided, . d lunch period shall be sehedulecl-ifFaceordanee-witli-the-operational-rfeeds-ef the by the shift supervisor. An employee shall not be compensated for such periods unless the employee is required by the supervisor to be on the work site, or perform of the any work during such time. In lieu of payment, the employee may. with the consent end the work shift early by the same number of minutes worked into the lunch break. A lunch period where the employee performs no work shall not be counted as time worked for purposes of computing overtime compensation. X. HOLIDAYS AND VACATION 7 Full Time employees shall receive holidays and vacation as provided in this paragraph X. Employees do not -am 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 provided by city ordinance. A. Holidays 1. The following days shall be recognized and observed as holidays for Full Time employees covered by this plan. Such Full Time employees shall receive their a. New Year's Day, the first day of January. b. Martin Luther King, Jr. Day, the third Monday of January. c. President's Day, the third Monday in February. d. Memorial Day, the last Monday of May. e. Independence Day, the fourth day of July. f. Pioneer Day, the twenty fourth day of July. g. Labor Day. the first Monday in September. h. Veteran's Day, the eleventh day of November. i Thanksgiving Day, the fourth Thursday in November. j. The Friday after Thanksgiving Day (floating holiday, see explanation below). k Christmas Day, the twenty fifth day of December. 1. One personal holiday, taken upon request of the employee and at the discretion of the supervisor. 2. When any holiday listed above falls on a Sunday, the following business day shall be considered a holiday. When any holiday listed above falls on a Saturday, the preceding business day shall be considered a holiday. In addition to the above, any day may be designated as a holiday by proclamation of the Mayor and/or the City Council. 3. No employee shall receive in excess of one day of holiday pay for a single holiday. Employees must work or be on authorized leave their last scheduled holiday pay. 4. Holiday Excestion. In lieu of taking the Friday after Thanksgiving Day as a holiday, employees may observe this holiday up to 50 days prior to Thanksgving B. Vacations 8 vacation periods arned the employee has successfully completed • • • • s, b Years Flours of Vacation Accrued of Per Biweekly City Service Pay Period 0 to end of year 3 3.08 41 to 6 3.69 7to9 4.62 10to 12 5.5'1 13 to 15 6.15 16 to 19 6.77 20 or more 7.69 • be awarded on the 27th pay period. Ygars of City Service sha Full Time salaried employee. 3. Full Time employees 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 (240 hours) After 9 years Up to 35 days (280 hours) After 11 years Up to 40 days (320 hours) "Days," herein, means "8 hour" days. • 1.Vacation Allowance: The Mayor or the City Council may, as a recruiting incentive, provide an allowance of up to 120 hours of vacation leave, if it would be in the City's best interest to do so. X1.SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE 9 A. Benefits in this section are for the purpose of continuing income to employees during absence due to illness, accident or personal reasons. Some of these absences may qualify under the Family and Medical Leave Act(FMLA). This is a federal law that provides up to 12 weeks of unpaid I ave each yclar and protects jobs and health care benefits for eligible employees who need to be off work for. certain "family and medical"reasons. APPENDIX I:) outlines the FM LA rights and obligations of the employee and the City. The City requires all employees using FMLA leave to exhaust their paid leave allotments for FMLA qualifying events prior to taking FMLA Dave unpaid. The paid leave parameters are defined in this Compensation Plan. Employees do not am or receive leave benefits under this Section Xl. 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 provided by city ordinance. provided in paragraph XI.E. (Plan "A"), or as provided in paragraph XI.F. (Plan "I3"). C. Employees hired on or after November 16, 1997 shall participate in Plan 13. All other except as provided in paragraph XI.D. I), Employees who were hired on or before November 16, 1997, shall participate in Plan E. Plan"A" 1. Sick I, ve a. Sick leave shall be provided for Full Time employees under this Plan"A" . b. Each Dull Time employee shall accrue sick leave at a rate of 4.62 hours per 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 210 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 lcave used to waived for that calendar year. In no event shall sick lelvo days be converted from other than the current year's sick leave allocation. c. Any sick leave hours, properly converted to vacation benefits as above employee is entitled; provided, however,that in no event shall an employee be entitled to pensat=ivir'upon an employ ration f r any sick leave converted to vacation. Any sick leave converted to vacation remaining-uriused-at-the-clate-taf-separatiewshal-l-be-fetffeite€1*the employee. 2. Hospitalization ization I..,Lave rr�m-�-r,-rir&F�crorrt6-5��-�rcave-acct�3C�CeEI-l�eEtjaizae�3S-3iiaui-ccnve "b" ,st 1 ss o-ineeme ,hen e pleyees able t„ perf r.,, ed e . Of- hospital patient admission b. Employees shall be entitled to 30 days of hospitalization leave each calendar„ear l..iospitali zatio,, v leae shall not a „late f , to . Employees r of c .,.ert hospitalization leave to , e t;o,, o other 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 , or supervisor. d. Employees who must receive urgent medical treatment at a hospital, emergency room, or acute care facility, and who arc unable to perform their aible t„ r or+ the pt of„r pt, edi„al treatment to the o ba and within the affected shift. c. Employees who are admitted as an inpatient to a hospital for medical treatment, so they 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. it 3. I)epcndcnt L, ave a. Under, Plan "A," dependent leave may be requested by a Full Time 1) Becoming a parent through birth or adoption of a child or children. 2) Placement of a foster child in the employee's home. 3) Duc to the care of the employee's child, spouse, spouse's child, adult eFl ch;l,l , n,ler ., e 2ti nt Y ,;th s health condition. b. Under, Plan "A," dependent leave may also be requested by a Full Time empioyeee-to;rare for a z e t�ployee''s child, spous o se's „hil,� adult child , nde e 26. nt who ill ea b„t who do of ha 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 the employee has available unused sick leave, the employee shall be entitled to, s dependent leaves ,eh , ed s ck leave cn,c.r1L.rL,r��sV La's% aJ • 3) The employee shall give notice of the need to take dependent leave and the expected duration of such leave to to his or her supervisor as 1) The employee shall provide, upon request of the supervisor, certification of birth or evidence of a child placement for adoption, or a lett„r f om the attending physician in +he e nt ofh. spit.,lization inju ' or illness of a child,spouse, � ens chil , ad It de e, ad It ,designee's child nt, ithin five calend r days f ll.�. ing Gr\.I N.IL GLL.Jl�.'lIVV J LLfl Tla,Vr�(aI{,Sir-i"ICI ITlI , termination of such leave. 5) An employee's sick leave shall be reduced by the number of hours taken by pl yee dependent leave , n,der this „ „h provided, however, that up to 10 hours of dependent leav-used d„ring the c lendar ill not a ffect the c leave options as outlined in paragraph XI.I .1.c. 6) Probationary employees are not eligible for dependent leave. 'I. Career Incentive Leave, Plan "A." Full Time employees, who have been in , have a „lated t„ their credit 1 San „ ck leave he r5 aL TIUYV kV\,411141{aLLll lV 1.I1V Il i,l♦rLSTL � , p 12 Carer Incentive Lease. Career Incentive L ve must be taken prior to y, 1 y J ., 5. Retirement Benefit,Plan"A." a. Persons who retire under the eligibility requirements of the Utah State Retirement System will be paid in cash at their then current pay scale, a -o days reserved for the benefit of said employee at the date of the employee's retirement. b. In lieu of the above, Full Time employees may elect to convert the sick 0 The sick leave hours c . hours therein times the salary rate at the effective date of employment , coverage will decrease. This provision shall not act to reinstate an , forfeited prior to the effective date of this plan. F. 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 this Plan "13,"paid personal 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 ender-the ---1,;-M-LA--aperson-al-leave-request-is--subj-eet-te-superv-i-sort-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. 2. Each Full Time employee under this Plan "13" shall be awarded, at the beginning Months of Consecutive Hours of City Service Personal I_, ave Less than 6 410 13 Less than 24 60 24 or more 80 pro rated basis. 3. Not later than October 31st in each calendar year, employees covered by Plan 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: employee's hourly base wage rate in effect on date of conversion. In no event shall total pay hereunder exceed '10 hours of pay, 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 (a) above and carry over a portion as provided in subparagraph(h) above. /1. 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 shall be converted to a lump sum payment as provided in subparagraph 3.a above. 5. Termination Benefits. At termination of employment for any r ason, accumulated unused personal leave hours, minus any adjustment necessary after calculating the "prorated amount," shall be paid to the employee at 50 percent of purposes of this paragraph XI.F.5, "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 months worked in the plan year(rounded to the end of the month which includes the separation date)to 12 months. If the employee, at the from the employee's paycheck. 6. Conditions on Use of Personal Leave are: a. Minimum use of personal lc,zave is one hour, with supervisory approval. b. Except in unforseen circumstances, such as emergencies or the employees' inability to work due to their illness or accident, or an unforseen FMLA cover the employees' work. c. For leave due to unforseen circumstances, the employees must give their supervisors as much prior notice as possible. 14 7. Career Enhancement L ave, Plan "I3." A Full Time employee covered under this Plan "I3" 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 receive their full regular salary during the leave. Request for this leave must be submitted in writing to the appropriate department head, stating the purpose of the request and how the leave is intended to benefit the City. The request must be approved by the department head and by the Human Resources Director(who will review the request for compliance with the guidelines outlined here). 8. Retirement/Layoff(RL)Benefit, Plan "B" a. Full Time employees currently covered under Plan "I3" who were hired before November 16, 1997, and who elected to be covered under Plan "13 " shall have a retirement/layoff(RI_) 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 "I3," shall have a retirement/layoff 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"I3," shall have a retirement/layoff(RL) account equal the account is established. d. Payment of the RI.., Account. layoff as follows: The employee shall be paid the employee's hourly rate of pay on date of retirement or layoff for each hour in the employee's RI, account. 2) In the case of retirement only, in lieu of the above, Full Time emplo herein,to pay for health insurance premiums. Such payment shall be subject to any state and federal income and social security tax balance, computed by the hours therein times the salary rate at the paration, determines the number of b monthly basis of charges against the account balance. If insurance costs increase, the number of months of coverage will decrease. e. flours may be withdrawn from the RL account for emergencies after personal leave hours arc exhausted, and with approval of the employee's 15 Workers' Compensation benefits which, when added to the employee's Workers' Compensation benefits, equals the employee's regular net salary. The employee must make an election in writing to the Director of Management Services to use RL account hours to supplement Workers' Compensation benefits. 9. Short Term I)isabilit Insurance. Plan "B." Protection against loss of income provided to Full Time employees covered under Plan "13"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 determin•d by the City. As one of the conditions for receiving SDI, the employee may be required to submit to a medical examination by a medical provider of the City's choosing. G.I3ereavement Leave Plans A and B 1.Time off with pay will be granted to an employee who suffers the loss of a wife, , in law, daughter in law, brother in law, sister in law, grandfather, step grandfather, grandmother. step grandmother, grandchild, or step grandchild, stepchild, stepmother, stepfather. stepbrother or stepsister, grandfather in law, designee's relative as if the adult designee were the employee's spouse. In the event of death in any of these instances, the employee will be paid his/her regular base pay for scheduled work time from the date of death through the day of the funeral or memorial service, not to exceed five working days. The employee will be permitted one additional day of funeral leave on the day following the funeral or memorial service if: such service is held more than 150 miles distance from service is a regular work shift. .In the event of death of relatives other than those enumerated in paragraph 1. while attending the memorial services for such person, not to exc-ed one work shift, personal leave for time off to attend the funeral or memorial service for such '1.In the event of death of any member of the immediate family, as set forth in subsection 1 of this Article, occurs while an employee is on vacation, his or her vacation shall be extended by the amount of time authorized as bereavement 'cave under said subsection. l I.`'Adu1t Designee" means an individual with whom an eligible 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 c ach other's welfare. 16 XII.MILITARY LEAVE AND JURY DUTY A. Leave of absence for employees who enter uniformed service. An employee who enters the service of a uniformed services of the United States, including the United Administration, United States Coast Guard, or the commissioned corps of the Public Health Service, shall be entitled to be absent from his or her duties and service from the City, without pay, as required by state and federal law. Said leave shall be Services Employment and Reemployment Act. B. Leave while on duff'with the armed forces or Utah National Guard. Employees covered by this Plan who are or who shall become members of the reserves of a federal armed forces, including United States Army, United States Navy, United •excess of I 1 working days per calendar ycr spent on duty with such agencies. This leave shall be in addition to the annual vacation leave with pay. To qualify, the City demonstrating d b consecutive days of service. ✓ C. Leave for Jury Duty. Employees shall be entitled to receive and retain statutory juror's fees paid for jury service in the State and Federal Courts subject to the • wages shall be made for absence from work resulting from such jury service. On excused from such service during his or her regular working hours from the City, he or she shall forthwith return to and carry on his or her regular City employment. Employeeswho fail to return to work after being excused from jury service for the day shall be subject to discipline. XIII. INJURY LEAVI. A. Injury Leave. The City shall establish rules governing the administration of an injury leave program for employees of the Operations Division of the Department of qualifications and restrictions: 1. The disability must have resulted from an injury arising out of the discharge of official duties and/or while exercising some form of necessary job related activity as determined by the City; 2. The employee must be unable to return to work due to the injury as verified by a medical provider acceptable to the City; 3. The leave benefit shall not exceed the value of the employee's net salary during the period of absence due to the injury, less all amounts paid or credited to the retirement benefits, or any form of governmental relief whatsoever; 17 writing by the employee's Department l-1 of e r �� �. ac^bptab.e treatment plan and consulting with the City's Risk Manager: 5. The City's Risk Manager shall be principally responsible for the review of injury leave claims provided that appeals from the decision of the City's Risk Manager ; b. if an employee is eligible for Workers' Compensation as provided by law; and is not receiving injury leave pursuant to this provision, said employee may elect in writing to the Director of Management Services to useeither accumulated sick to supplement Workers' Compensation so that the employee is receiving the employee's regular net salary. XIV. ADDITIONAL, LEAVES OF ABSENCE Additional unpaid leaves of absence may be requested in writing and granted to an employee at the discretion of the Department Director. XVIV. INSURANCE A. Group Insurance. The City will make available medical, dental, life, accidental death & dismemberment, long-term disability insurance and an employee assistance program (EAP) to all eligible employees and their eligible spouse, adult designee, dependents and dependents of adult designee. The City's contribution towards any medical plan will be an amount equal to 90% of the total premium of the most economical medical plan (Summit Care). The City will pay 100% of the basic term life and basic accidental death & dismemberment plan premiums. The City will deduct the employee-portion of any premiums due for benefit plans for which an employee elects, including medical. dental, additional life insurance, additional accidental death & dismemberment and long-term disability each bi-weekly pay day.Employecs of the City will be required to enroll for single coverage in the City's group medical insurance plan in conformity with and under the terms of an insurance plan adopted by the City, as permitted by ordinance. The City will provide a basic term life and accidental death plan. The City will also make available other bona fide benefit programs. Retired City employees and their eligible dependents may also be permitted to participate in the City's medical and dental plans under terms and conditions established by the City. The City shall cause the specific provisions of the group plan to be detailed and made available to the employees. The City will deduct from each payroll all monies necessary to fund the employees' share of insurance coverage and make all payments necessary to fund the plan. within budget limitations established by the City Council. B. The City will participate in the Nationwide Post Employment Health Plan, as adopted by the City by ordinance. Each year, the City will contribute $24.30 per biweekly pay period into each employee's Nationwide Post Employment Health Plan account. For any year in which there are 27 pay periods, no such contribution will be made on the 27th pay period. XV[V. WORKERS' COMPENSATION In addition to the foregoing,the Mayor may provide for Workers' Compensation coverage to the employees under applicable provisions of State statute. 18 XVII. LONG TERM I.)ISABIL1TY COMPENSATION Optional long term disability is available to employees eligible under the City's Long Term Disability Program (Income Protection Program). subject to the terms and the City who are permanently and totally disabled as defined under the program. XV I I I. TR.ANSITIONAI. DUTY Depending on the City's need or legal requirement, employees may be placed temporarily in a transitional duty position, when illness or injury prevents them from performing their regular duties. XIX. SEPARATION FROM SERVICEVII. RETIREMENT A. Social Security Adopted. The City hereby adopts the provisions of the Federal Social Security system and applies and extends the benefits of the old age and survivor's insurance of the Social Security Act to employees. A.I3� Retirement Programs. The City hereby adopts the Utah State Retirement System for providing retirement pensions to employees covered by the plan. The City may permit or require the participation of employees in its retirement program(s)under terms and conditions established by the Mayor and consistent with state law. Such programs may include: 1. The Utah State Public Employees' or Public Safety Retirement Systems (Contributory and Non-Contributory); or, the Utah Firefighters Retirement System 2. Deferred Compensation Programs 3. Retirement Incentive Programs GB. The 2008 2009 2009-2010 fiscal year retirement contribution rates for employees covered by this paragraph are shown in Appendix C"G". D. L yoffs., Whenever it is necessary to reduce the number of employees performing an of lack of work or lack of funds,the City shall minimize layoffs by readjustment of Procedure. , 2. Full Time salaried employees shall be the last to be laid off in inverse order of the length of City Seniority of employees in the same job classification. For example, an employee who has served in the job classification for five years and who has 10 years of City seniority, will be laid off before the employee who has served in the job 19 , . Resources staff will focus their effort on the selected option. Under reemployment, the , Division-of-Humen,ResoureelManagenived-a-request-te-fill-a-isesition,---Eiztual , , . . y b b 100 Series and 200 Series for a period of two years. They may also apply for 300 Series or lack of funds shall be eligible to receive: a. One hundred percent of their accumulated unused sick leave hours, if covered under paragraph XI.E. (Plan "A"); or b. One hundred percent of their RI., account if covered under paragraph XI.F. (Plan c. Accrued unused personal have at 50%of the employees' base hourly rate, if covered under paragraph XI.I'(Plan "B"). E. Separation From Employment Due to Resignations or Otherwise Every employee who is separated from City employment for any reason shall be paid for: Earned vacation time accrued, unused. and unforfeited as of the date of termination; Unused compensatory time off: and If a participant in "Plan 13," any accrued and unused personal leave in accordance with paragraph XI.F.5 of this chapter. 20 XXVIII. RECOGNITION OF THE PROFESSIONAL EMPLOYEES COUNCIL The City recognizes the Professional Employees Council (PEC)to maximize input into decisions regarding this Compensation Plan. XXIIX. SENIORITY For purposes of this Compensation Plan, "seniority" shall be defined as an employee's continuous, full-time salaried employment with the City. An employee's earned seniority shall not be lost because of absence due to authorized leaves of absence or temporary layoffs not to exceed two years. XXIIX. 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. XXIIIXI. APPROPRIATION OF FUNDS All provisions in this compensation plan that involve the expenditure of funds are subject to appropriation of funds for such purposes. XXIV XII. JOB SHARING 1. Employees may be authorized, by the City,to job share a Full-Time"300 Series" or "600 Series"position. Under an authorized job share arrangement, the employees involved shall, pursuant to a written agreement between them, equally share in the compensation and benefits normally provided to the Full-Time position that is being shared. The Full- Time position that is being shared shall maintain its classification and the compensation and benefits equally shared shall be based on said classification. 2. A job share arrangement will not be authorized unless the following occurs: a. The employees, who are sharing a job, have voluntarily entered into a written agreement acknowledging that the hours worked and the benefits shared will be on a 50 percent basis. b. The Department Director has approved the job sharing arrangement. XXVXIII. REGULAR PART-TIME EMPLOYEES A. "300 Series" and "600 Series" Regular Part-Time employees are employees whose jobs regularly require them to work twenty (20) or more but less than forty (40) hours a week. Regular Part-Time employees do not include seasonal employees and employees who job share under paragraph XXIV. B. Fffective June 29, 2008. Regular Part-Time employees shall be paid a wage equal to a prorated amount of the salary of a similarly classified Full-Time employee, as specified in salary schedules in Appendices "A" and "B." C. Unless otherwise modified by the Mayor, Regular Part-Time employees shall receive fifty percent (50%) of the following benefits subject to the conditions provided in this Plan: 21 1. Longevity Pay;as specified in paragraph IV of this Plan. 2. Education and Training Pay; . a 3. Holidays, vacation and other leaves of absence;and.as specified in paragraphs X, XI, XII. XIII and XIV of this Plan. 4. City's contribution to insurance premiums,as specified in paragraph XV of this Plan. D. Regular Part-Time employees shall-may also receive other insurance benefits as specified in paragraph XV, wage differentials as specified in paragraph VII and other allowances as specified in paragraph VIII of this Plan. E. Regular Part-Time employees may participate in retirement programs,as specified in paragraph XIX of this Plan. F. There shall be no cost to Regular Part-time employee for Short-term Disability insurance. Short-term disability benefits will be prorated. 22 APPENDIX A- NON-EXEMPT PROFESSIONAL EMPLOYEES SALARY SCHEDULE Bi-Weekly Rates July 1, 2009 Grade Minimum Midpoint Maximum 301 $ 997.61 $ 1,266.00 $ 1,534.40 302 $ 1,043.31 $ 1,292.46 $ 1,541.60 303 $ 1,091.38 $ 1,377.69 $ 1,664.00 304 $ 1,141.81 $ 1,446.11 $ 1,750.40 305 $ 1,193.82 $ 1,509.31 $ 1,824.80 306 $ 1,248.98 $ 1,576.09 $ 1,903.20 307 $ 1,312.81 $ 1,656.80 $ 2,000.80 308 $ 1,364.03 $ 1,720.41 $ 2,076.80 309 $ 1,424.70 $ 1,797.55 $ 2,170.40 310 $ 1,490.11 $ 1,879.85 $ 2,269.60 311 $ 1,558.66 $ 1,968.13 $ 2,377.60 312 $ 1,667.41 $ 2,129.30 $ 2,591.20 313 $ 1,740.69 $ 2,224.35 $ 2,708.00 314 $ 1,821.07 $ 2,326.13 $ 2,831.20 315 $ 1,901.44 $ 2,429.52 $ 2,957.60 APPENDIX B A- NON-EXEMPT PROFESSIONAL EMPLOYEES SALARY SCHEDULE Bi-Weekly Rates dune-29r2008 July 1, 2009 Grade Minimum Minimum Midpoint Midpoint Maximum 301 $---47 0 $ 997.61 $ 1,272w $ 1,266.00 $ 1,534.40 302 $ 1,059.20 $ 1,043.31 $---1730040 $ 1,292.46 $ 1,541.60 303 $-----14 8 00 $ 1,091.38 $--- 1 85-60 $ 1,377.69 $ 1,664.00 304 $ 1,159.20 $ 1,141.81 $ 1,154.40 $ 1,446.11 $ 1,750.40 305 $ 1,212.00 $ 1,193.82 $ 1,518.10 $ 1,509.31 $ 1,824.80 306 $- 1,268,00 $ 1,248.98 $----=1,58540 $ 1,576.09 $ 1,903.20 307 $ 1,332.80 $ 1,312.81 $ 1,667.20 $ 1,656.80 $ 2,000.80 308 $ 1,384.80 $ 1,364.03 $ 1,730.40 $ 1,720.41 $ 2,076.80 309 $ 1,116.10 $ 1,424.70 $---1,80840 $ 1,797.55 $ 2,170.40 310 $ 1,512.80 $ 1,490.11 $ 1,890.40 $ 1,879.85 $ 2,269.60 311 $ 1,582.40 $ 1,558.66 $---1798040 $ 1,968.13 $ 2,377.60 312 $ 1,692.80 $ 1,667.41 $ 2,1 60 $ 2,129.30 $ 2,591.20 313 $ 1,767.20 $ 1,740.69 $-2 37.60 $ 2,224.35 $ 2,708.00 314 $ 1,848.80 $ 1,821.07 $---2 40.00 $ 2,326.13 $ 2,831.20 315 $ 1,930.40 $ 1,901.44 $-2,444.80 $ 2,429.52 $ 2,957.60 APPENDIX B- EXEMPT PROFESSIONAL EMPLOYEES SALARY SCHEDULE Bi-Weekly Rates July 1, 2009 Grade Minimum Midpoint Maximum 601 $ 1,401.06 $ 1,768.13 $ 2,135.20 602 $ 1,463.32 $ 1,829.74 $ 2,229.60 603 $ 1,529.51 $ 1,910.11 $ 2,324.00 604 $ 1,650.07 $ 2,062.20 $ 2,512.80 605 $ 1,671.35 $ 2,089.78 $ 2,545.60 606 $ 1,745.42 $ 2,182.76 $ 2,659.20 607 $ 1,799.79 $ 2,331.69 $ 2,907.20 608 $ 1,916.42 $ 2,471.96 $ 3,075.20 609 $ 2,014.92 $ 2,600.40 $ 3,232.80 610 $ 2,145.72 $ 2,789.52 $ 3,488.00 611 $ 2,232.40 $ 2,906.14 $ 3,632.80 612 $ 2,350.60 $ 3,033.01 $ 3,772.00 613 $ 2,531.84 $ 3,267.84 $ 4,063.20 614 $ 2,677.62 $ 3,456.17 $ 4,298.40 615 $ 2,942.39 $ 3,797.37 $ 4,720.80 APPENDIX A B- EXEMPT PROFESSIONAL EMPLOYEES SALARY SCHEDULE Bi-Weekly Rates my 1, 2009 Grade Minimum Minimum Midpoint Midpoint Maximum 601 $ 1,422.40 $ 1,401.06 $ 1,778.40 $ 1,768.13 $ 2,135.20 602 $— .60 $ 1,463.32 $--- .60 $ 1,829.74 $ 2,229.60 603 $ 1,552.80 $ 1,529.51 $ 1,939.20 $ 1,910.11 $ 2,324.00 604 $ 1,675.20 $ 1,650.07 $-27093,60 $ 2,062.20 $ 2,512.80 605 $---1,696.80 $ 1,671.35 $--2 21-60 $ 2,089.78 $ 2,545.60 606 $-1,72700 $ 1,745.42 $ 2, .00 $ 2,182.76 $ 2,659.20 607 S 1,827.20 $ 1,799.79 S 2,367.20 $ 2,331.69 $ 2,907.20 608 $— 1,915.0 $ 1,916.42 $--2,589.60 $ 2,471.96 $ 3,075.20 609 $--27015.60 $ 2,014.92 $-2,640.00 $ 2,600.40 $ 3,232.80 610 $ 2,178.40 $ 2,145.72 $ 00 $ 2,789.52 $ 3,488.00 611 $ 2,266.40 $ 2,232.40 $ 2,950.40 $ 2,906.14 $ 3,632.80 612 $ 2,386.40 $ 2,350.60 $ 3,079.20 $ 3,033.01 $ 3,772.00 613 si 2,570.40 $ 2,531.84 $--3,347,60 $ 3,267.84 $ 4,063.20 614 $ 2,718.40 $ 2,677.62 $ 3,508.80 $ 3,456.17 $ 4,298.40 615 $ 2,987.20 $ 2,942.39 $ 3,855.20 $ 3,797.37 $ 4,720.80 APPENDIX C - SALARY SCHEDULE FOR 800 SERIES EMPLOYEES Bi-Weekly Rates July 1, 2009 A B C LIEUTENANT Days Swing Graves Level 822 $ 3,108.66 $ 3,186.38 $ 3,264.09 Level 821 $ 2,960.52 $ 3,034.53 $ 3,108.54 CAPTAIN Level830 $ 3,516.06 Level 829 $ 3,349.00 Change in pay level assignment depends on approval of Police Chief APPENDIX C - SALARY SCHEDULE FOR 800 SERIES EMPLOYEES Bi-Weekly Rates July 1, 20082009 (*Covered by bargaining unit MOU) SERGEANT A $ C Days Swing Graves Level-844 $2i68-140 $ 49.46 $2446:52 1 evel 842 $ 755540 A B C LIEUTENANT Days Swing Graves Level 822 $ , $3 34.90 $3,31340 $ 3,108.66 $ 3,186.38 $ 3,264.09 Level 821 $3, 05.64 $ , , ,.88 $ 2,960.52 $ 3,034.53 $ 3,108.54 CAPTAIN Level 830 $3460.60 $ 3,516.06 Level 829 $3,400.00 $ 3,349.00 Change in pay level assignment depends on approval of Police Chief APPENDIX D - 900 SERIES EMPLOYEES SALARY SCHEDULE Bi-Weekly Rates July 1, 2009 GRADE 902 - FIRE BATTALION CHIEF Top Level $ 3,415.19 Level2 $ 3,301 .72 Level 1 $ 3,189.82 Change in pay level assignment depends on approval of the Fire Chief APPENDIX D - 900 SERIES EMPLOYEES SALARY SCHEDULE Bi-Weekly Rates July 1, 20082009 GRADE 90 RE CApTAIN'* (*Covered by bargaining unit MOU) Top Level $ 2,959.20 Level 2 $ 2,852.00 Level 1 $ 2,733.60 GRADE 902 - FIRE BATTALION CHIEF Top Level $ 3,467.20 $ 3,415.19 Level 2 $ 3,352.00 $ 3,301 .72 Level 1 $ 3,238.40 $ 3,189.82 Change in pay level assignment depends on approval of the Fire Chief APPENDIX E -Appointed Employees Bi-Weekly Salary Schedule and Pay Level Assignment July 1, 2009 Level Min Mid Base Max Top 1 099 $6,275.63 $7,693.42 $9,111.20 $10,192.80 098 $4,039.29 $4,948.84 $5,858.40 $6,550.00 097 $2,978.78 $3,865.50 $4,752.22 $5,025.15 001 $4,039.29 $4,948.84 $5,858.40 $6,550.40 002 $3,672.08 $4,498.84 $5,325.60 $5,955.20 003 $3,368.70 $4,127.55 $4,886.40 $5,463.20 004 $3,090.54 $3,786.47 $4,482.40 $5,012.00 005 $2,862.02 $3,506.21 $4,150.40 $4,640.80 006 $2,650.04 $3,246.62 $3,843.20 $4,297.60 007 $2,476.68 $3,034.34 $3,592.00 $4,016.00 008 $2,314.36 $2,835.58 $3,356.80 $3,753.60 009 $2,163.06 $2,649.93 $3,136.80 $3,508.00 010 $2,021.22 $2,476.61 $2,932.00 $3,278.40 011 $1,906.96 $2,336.28 $2,765.60 $3,092.80 012 $1,799.00 $2,204.30 $2,609.60 $2,917.60 013 $1,697.35 $2,079.48 $2,461.60 $2,752.80 014 $1,601.22 $1,961.81 $2,322.40 $2,596.80 015 $1,510.60 $1,850.90 $2,191.20 $2,449.60 016 $1,424.70 $1,745.95 $2,067.20 $2,311.20 017 $1,344.33 $1,646.96 $1,949.60 $2,180.00 No position may be removed from or added to this Appointed Employee Pay Plan without approval of the City Council. Level 001 002 I 003 City Attorney Chief of Staff Public Services Deputy Director Airport Engineering Director Police Chief Chief Information Officer Airport Admin/Comm Director Public Services Director Communication Director Redevelopment Director Administrative Services Director Senior Advisor-Mayor City Council Deputy Director Fire Chief Dep Dir, Mgt Svcs/Finance Director Appointed Sr.City Attorney Deputy City Attorney Mgt Services Deputy Director Airport Police Chief City Council Office Exec Director City Prosecutor City Engineer Airport Operations Director Sr.Advisor for Econ Developmt Airport Maintenance Director Public Utilities Deputy Director P.Util. Finance Administrator Airport Finance/Acct Director Planning Director Level 004 005 006 007 Assistant Police Chief Youth Programs Director Sorensen Center Director Public Policy Analyst Planning Director P.S. Fin/Admin Sery Director Chief Procurement Officer Const Liaison/Pub Pol Analyst DCED Deputy Director Building Official City Courts Director Community Facilitator City Treasurer HAND Director Airport PR/Marketing Director Human Resources Director Transportation Engineer Comp Adm/EE Rel Coordinator Deputy Fire Chief Public Utilities Chief Engineer City Recorder Airport Plan/Cap Prog Dir Civilian Review Bd Investigator Wtr.Quality/Treat Administrator Economic Development Director Dep City Eng/Major Projects Sustainability Director Level 008 009 010 011 Appointments Pending Coord For Human Rights/Divers Emergency Mgt Program Dir Council Constituent Liaison Assistant Communication Dir Econ Dev Mgr Small Business Assistant To Chief of Staff Const Liaison/Budget Analyst Youth City Programs Manager Com Affairs/ADA Analyst Community Liaison Level 012 013 014 015 Appointments Pending Assistant To The Mayor Appointments Pending Admin Asst To Office of Mayor Administrative Assistant Staff Assistant Off Mgr/Mayor/Comm Affair Admin Secretary II Management Support Coordinator Coalition Coordinator Executive Office Assistant Level 016 017 097 099 Appointments Pending Appointments Pending Justice Court Judge Executive Director Of Airports 098 Public Utilities Director DCED Director APPENDIX E-Appointed Employees Bi-Weekly Salary Schedule and Pay Level Assignment June-29,2008 July 1,2009 Level Min -fAin- Mid Mid Base Max Top 099 $6,275.63 $6,371.20 $7,693.42 $8283:20 $9,111.20 $10,192.80 098 $4.039.29 $4,100:80 $4,948.84 $5325,60 $5,858.40 $6,550.00 097 $2,978.78 $3,021.14 $3,865.50 $4,320.20 $4,752.22 $5,025.15 001 $4,039.29 $4,100.80 $4,948.84 $5,325,60 $5,858.40 $6,550.40 002 $3,672.08 $3,728:00 $4,498.84 $4,841-,G0 $5,325.60 $5,955.20 003 $3,368.70 $3420,00 $4,127 55 $444460 $4,886.40 $5,463.20 004 $3.090.54 $3437:60 $3,786.47 $1,075.20 $4,482.40 $5,012.00 005 $2,862.02 $2,905:60 $3,506 21 $3:7-73.60 $4,150.40 $4,640.80 006 $2,650.04 $27690-40 $3,246.62 $3,493:60 $3,843.20 $4,297.60 007 $2,476.68 $2414.40 $3,034.34 $3,264.80 $3,592.00 $4,016.00 008 $2,314.36 $2349-60 $2,835.58 $3,051.20 $3,356.80 $3,753.60 009 $2,163.06 $249590 $2,649.93 $2,852,00 $3,136.80 $3,508 00 010 $2,021.22 $2,052-00 $2,476.61 $2,665 60 $2,932.00 $3,278 40 011 $1,906.96 $1-,936,00 $2,336.28 $2,534,40 $2,765.60 $3,092.80 012 $1,799.00 $1,826.10 $2,204.30 $237290 $2,609.60 $2,917.60 013 $1,697.35 $1,723.20 $2,079.48 $2,237.60 $2,461.60 $2,752 80 014 $1,601.22 $1,625 60 $1,961.81 $2.11120 $2,322.40 $2,596.80 015 $1,510.60 $1,533,60 $1,850.90 $,992-00 $2,191 20 $2,449.60 016 $1,424.70 $1,446.40 $1,745.95 $1,879.20 $2,067.20 $2,311.20 017 $1.344 33 $1,364-,80 $1,646 96 $1,772.80 $1,949.60 $2,180.00 No position may be removed from or added to this Appointed Employee Pay Plan without approval of the City Council. Level 001 I 002 003 Chief of Staff Public Services Deputy Director Airport Engineering Director City Attorney Police Chief Chief Information Officer Airport Admin/Comm Director Public Services Director Communication Director Redevelopment Director Management Administrative Senior Advisor-Mayor City Council Deputy Director Services Director Dep Dir,Mgt Svcs/Finance Director Appointed Sr.City Attorney Fire Chief Mgt Services Deputy Director Airport Police Chief Deputy City Attorney City Prosecutor City Engineer City Council Office Exec Director Airport Operations Director Sr.Advisor for Econ Developmt Airport Maintenance Director Public Utilities Deputy Director P.Util.Finance Administrator Airport Finance/Accl Director Planning Director Level 004 005 006 007 Assistant Police Chief Youth Programs Director Sorensen Center Director Public Policy Analyst Planning Director P S.Fin/Admin Sery Director Chief Procurement Officer Const Liaison/Pub Pol Analyst DCED Deputy Director Building Official City Courts Director Community Facilitator City Treasurer HAND Director Airport PR/Marketing Director Human Resources Director • Transportation Engineer Comp Adm/EE Rel Coordinator Deputy Fire Chief Public Utilities Chief Engineer City Recorder Airport Plan/Cap Prog Dir Civilian Review Bd Investigator Wtr.Quality/Treat Administrator Economic Development Director Dep City Eng/Major Projects Sustainability Director Level 006 009 010 011 Appointments Pending Coord For Human Rights/Divers Emergency Mgt Program Dir Council Constituent Liaison Assistant Communication Dir Econ Dev Mgr Small Business Assistant To Chief of Staff Const Liaison/Budget Analyst Youth City Programs Manager Corn Affairs/ADA Analyst Community Liaison Level 012 013 014 015 Appointments Pending Assistant To The Mayor Appointments Pending Admin Asst To Office of Mayor Administrative Assistant Staff Assistant Off Mgr/Mayor/Comm Affair Admin Secretary II Management Support Coordinator Coalition Coordinator Executive Office Assistant Level 016 017 I 097 099 Appointments Pending Appointments Pending Justice Court Judge Executive Director Of Airports 098 Public Utilities Director DCED Director APPENDIX F — ELECTED OFFICIALS SALARY SCHEDULE Bi-Weekly Rates July 1, 2009 Mayor $4.324.34 Council $864.87 Members APPENDIX F — ELECTED OFFICIALS SALARY SCHEDULE Bi-Weekly Rates July 1, 2008 2009 Mayor $4490a-9 $4.324.34 Council $878.04 Members $864.87 APPENDIX G- UTAH STATE RETIREMENT CONTRIBUTIONS FY 2009-2010 TOTAL EMPLOYEE TOTAL UTAH STATE EMPLOYEE CONTRIBUTION EMPLOYER GRAND TOTAL RETIREMENT SYSTEM CONTRIBUTION PAID BY CITY CONTRIBUTION CONTRIBUTION Public Employee Contributory Retirement System 0 6.00% 7.65% 13.65% Public Employee Non-Contributory Retirement System 0 0 11.66% 11.66% Public Safety Non-Contributory Retirement System 0 35.71% 35.71% 35.71% 800 Series Fire Contributory Retirement System 9.68% 9.68% 0 9.68% Non-ILealslative Exempt Plan Department Heads 0 0 18% 18% Acting/Interim Dept. Heads 0 0 18% 18% Mayor's Chief of Staff 0 0 18% 18% Up to two Additional Senior Executives in the Mayor's Office as specified by the Mayor 0 0 18% 18% Executive Director, City Council 0 0 18% 18% City Engineer 0 0 13% 13% Other Appointed Employees Public Employee Contributory Retirement System 6.00% 6.00% 7.65% 13.65% Public Employee Non- Contributory Retirement System 0 0 11.66% 11.66% APPENDIX G G- UTAH STATE RETIREMENT CONTRIBUTIONS FY 2008-2008 2009-2010 TOTAL EMPLOYEE TOTAL UTAH STATE EMPLOYEE CONTRIBUTION EMPLOYER GRAND TOTAL RETIREMENT SYSTEM CONTRIBUTION PAID BY CITY CONTRIBUTION CONTRIBUTION Public Employee Contributory Retirement System 0 6.00% 7.61%7.65% 13.61% 13.65% Public Employee Non-Contributory Retirement System 0 0 11.62% 11.66% 11.62% 11.66% Public Safety Non-Contributory Retirement System 0 35.71% 35.71% 35.71% 800 Series Fire Contributory Retirement System 9.68% 9.68% 0 9.68% Non-Legislative Exempt Plan Department Heads 0 0 18% 18% Acting/Interim Dept. Heads 0 0 18% 18% Mayor's Chief of Staff 0 0 18% 18% Up to two Additional Senior Executives in the Mayor's Office as specified by the Mayor 0 0 18% 18% Executive Director, City Council 0 0 18% 18% City Engineer 0 0 13% 13% Other Appointed Employees Public Employee Contributory Retirement System 6.00% 6.00% 7.61% 7.65% 13.61% 13.65% Public Employee Non- Contributory Retirement System 0 0 11.62% 11.66% 11.62% 11.66%