The text
Sections:
2.60.010 - Statement of policy.#
The following principles and policies are established: A.
Employment Based Upon Merit. Employment and promotion in city government shall be based on merit and fitness, free of personal and political considerations, and shall in no way be influenced by religion, creed, color, sex, age, national origin, ancestry, or disability.
B.
Incentives and Conditions of Employment. Just and equitable incentives and conditions of employment shall be established and maintained to promote efficiency and economy in the operation of the city government.
C.
Goals. The system shall provide the means to recruit, select, develop, and maintain an effective and responsive work force, and shall provide plans for employee hiring and advancement, training and career development, job classification, salary administration, vacations, sick leave, leaves of absence, retirement, fringe benefits, discipline, discharge, and other related activities.
D.
Compensation Policy.
1.
It is the compensation policy of the city that its goals for salary ranges average at or above the comparable average salary ranges for substantially similar positions, as verified by matching job descriptions and job qualifications, of the following governmental entities: Bountiful, Murray, Salt Lake City, Sandy, Salt Lake County, West Jordan, West Valley City, Provo, Layton, and Davis County. Other government agencies and private sector entities may be surveyed as deemed necessary.
2.
It is the intent that all eligible full-time and part-time employees may receive a cost of living salary adjustment based on fifty (50) percent of the average cost of living increase as determined by the combined National Consumer Price Index and Wasatch Front Consumer Index.
3.
All salary adjustments and cost of living adjustments may be subject to availability of funds and other factors.
E.
Tenure. Tenure of employees covered by the personnel management system shall be subject to good behavior, satisfactory work performance, necessity for performance of work and the availability of funds.
F.
Equal Employment Opportunity. It is the policy of the city to comply with equal employment opportunity (EEO) standards in all phases of personnel administration: job structuring, recruitment, examination, selection, appointment, placement, training, upward mobility, discipline, etc., without unlawful regard to race, color, religion, sex, age, physical or mental disability, national origin or veteran status. It is the obligation of officers, managers, supervisors, and employees of the city to conduct themselves in conformity with the principle of EEO.
G.
Affirmative Action. It is the goal of the city to conform with federal, state, and local guidelines, and to seek qualified applicants from minority groups and protected classes to attain a work force mixture in city departments which closely approximates the relevant labor market. This goal is accomplished through steps outlined in the city's affirmative action plan.
H.
Alcohol and Drug Free Workplace. The city finds that a healthy and productive work force, safe working conditions free from the effects of drugs and alcohol, and maintenance of the quality of city services, are important to the city, its employees, and the general public. The city further finds that the abuse and misuse of drugs and alcohol create a variety of workplace problems, including increased injuries on the job, increased absenteeism, increased financial burden on health and benefit programs, increased workplace theft, decreased employee morale, decreased productivity, and a decline in the quality of services. The city also recognizes alcohol and drug abuse as a health hazard and encourages employees to seek help.
Therefore, in balancing the interests of the city, its employees, and the welfare of the general public, and to further implement its drug-free workplace policy, the city finds that fair and equitable testing for drugs and alcohol in the workplace is in the best interest of all concerned.
The unlawful manufacture, distribution, possession, and the illegal use, abuse, or misuse of a controlled substance is prohibited. The use of drugs or alcohol, or being under the influence of drugs or alcohol, while on city premises or while conducting city business off city premises is prohibited. A violation of this policy will result in disciplinary action, up to and including termination. Drug and alcohol test results obtained under this policy will not be used against the employee in any criminal proceeding. However, any employee who violates any law is subject to prosecution just like any other citizen, and each employee of the city must understand that illegal conduct which is proven independently of the city's enforcement of this policy will be subject to prosecution.
All recruitment announcements for any position of employment in the city, including in-house recruitments and promotions, shall disclose that a chemical screen test is required.
(Ord. 2007-03: Ord. 98-15 § 2 (part))
2.60.020 - Employee hiring.#
A.
Employment. Job descriptions defining the essential functions of the vacant position shall be drafted and adopted before the vacancy is posted or otherwise advertised internally or externally.
B.
Recruitment.
1.
Internal Advertising.
a.
It is the city's policy to give first consideration to fill a job position to regular full-time or part-time employees, as long as they have completed their probationary period and they were initially hired through an external advertising process.
b.
A written notice of the opening will be posted for no less than five weekdays where all city employees will have notice of an opportunity for promotion.
2.
External Advertising.
a.
Only the human resource department, or designee, is authorized to place advertisements and respond to inquiries from employment agencies and/or job applicants.
b.
Job opening notices indicating the appropriate qualifications must be advertised in accordance with the city's affirmative action plan, as deemed by the human resource department, on at least three separate days.
C.
Selection.
1.
Employment of Relatives and Household Members. City employees shall comply with the provisions of Section 52-3-1 et seq., Utah Code Annotated, as amended, prohibiting the employment of relatives and household members.
2.
Employment of Minors. It is the policy of the city that no one under the age of fourteen (14) shall be hired for any position.
3.
All individuals considered for any position must meet the minimum requirements as outlined in the job description and determined by the human resource department.
4.
Selection Process.
a.
If three or more current, qualified city employees apply for the position through the internal advertising process, as described above, then no external advertising will occur and the department head, or designee, shall select the person from the top three candidates, as determined by an interviewing process or similar mechanism.
b.
If fewer than three current, qualified city employees apply for the position, then the human resource department shall conduct an external advertising of the position. Any current city employee applying through the internal advertising process shall be guaranteed to be one of the top three candidates from which the department head, or designee, may select, provided that employee meets the minimum requirements for the position.
D.
Placement.
1.
Rejection Letters. Within five working days after the job offer has been accepted, non-selected job applicants shall be notified. The human resource department, or designee, will send a job rejection letter to each job applicant who was not selected for a job opening.
2.
Job Offers. The job offer letter shall clearly state that the offer is not accepted until the candidate signs the written form and returns it to the city by the requested date.
3.
Medical Examinations. Once the city has extended a conditional job offer to the job applicant, a medical interview or examination may be conducted by a health professional chosen by the city to determine a job applicant's ability to fulfill essential job related requirements. Only the human resource department, or designee, may authorize such interviews or physical examinations. All costs for required medical interviews or physical examinations will be borne by the city. The prospective employee must sign a written release of this information to the city.
4.
Reinstatements. Employees who are reinstated into the city may maintain their original anniversary date for seniority purposes as well as for those benefit programs governed by the anniversary date. The policy will be as follows:
a.
Layoffs. Employees who terminate because of reduction in work force will maintain their original anniversary date for seniority purposes if they are re-employed by the city within one year after date of termination.
b.
Voluntary Resignations. Employees who voluntarily terminate their employment with the city may maintain their original anniversary date, subject to human resource department or designee's approval, if they are re-employed by the city within six months after date of termination.
5.
Orientation. Newly hired employees shall complete all required paperwork and receive orientation as a new employee of the city on their first day of work, or as soon thereafter as possible.
6.
Probationary Period.
a.
All police or fire new employees shall be subject to a one-year probationary period, except persons hired as such who have a conviction for an alcohol-related driving offense, as defined in Section 2.36.160, within the previous three years shall serve an eighteen-month probationary period.
All other new employees shall be subject to a six-month probationary period. During this period, probationary employees may be terminated with or without notice for any or no reason without any right to due process, notice, explanation, or appeal in connection with said termination. b.
Present employees who are transferred or promoted to another position shall be on probation until the completion of their initial probationary period or for a period of three months, whichever is longer. Present employees who are transferred or promoted to a police department position shall be on probation for a one-year period beginning at the time of transfer or promotion.
E.
Volunteers. Volunteers are considered employees of the city only for the purposes of:
1.
Workers compensation benefits for compensable injuries sustained by the volunteer while acting in the scope of employment.
2.
Operating city-owned vehicles or equipment when the volunteer is properly licensed to do so.
3.
Liability insurance coverage offered employees.
(Ord. 98-15 § 2 (part))
(Ord. No. 2016-24, 10-26-2016; Ord. No. 2018-02, 5-9-2018; Ord. No. 2022-13, § 1(Exh. A), 7-14-2022)
2.60.030 - Employee code of conduct.#
A.
Professionalism. The city is a professional association whose purpose, among others, is to provide professional services to its citizens. Its employees must adhere to high standards of public service that emphasize professionalism, courtesy, and avoidance of even the appearance of illegal or unethical conduct. Employees are required to carry out efficiently the work items assigned as their responsibility, be punctual, and to do their part in maintaining good relationships with their supervisors and fellow employees, the public, and other member employees and officials. All employees are expected to maintain a neat and clean personal appearance. Standards of dress shall be appropriate to the job and the tasks to be accomplished.
B.
Privileged Information. The city employees involved with information of significant public interest may not use this privileged information for personal gain, nor to benefit friends or acquaintances. If an employee has an outside interest which could be affected by any city plan or activity, this situation must be reported to the mayor immediately. Each employee is charged with the responsibility of ensuring that only information that should be made available to the general public is released as defined in the Government Records Access and Management Act (GRAMA).
C.
Confidentiality. Employees have an unquestionable right to expect all personal information about themselves, their illness, their family and financial circumstances to be kept confidential. Every employee has an obligation to protect this confidence. Never discuss privileged information with others who are not authorized to receive it, either inside or outside the workplace.
D.
Gifts and Gratuities.
1.
City employees are prohibited from soliciting or accepting any gift, gratuity, favor, entertainment, loan or item of monetary value from any person seeking to obtain business with the city, or from any person within or outside the city employment whose interests may be affected by the employees' performance or nonperformance of official duties.
2.
City employees will not accept gifts or gratuities except under circumstances allowed by the Municipal Officers' and Employees' Ethics Act, Sections 10-3-1301 et seq., Utah Code Annotated, as amended, or any other applicable federal, state, or local law.
E.
Harassment.
1.
City employees should not use harassing, libelous, threatening, abusive, foul, or offensive or obscene speech, conduct, or otherwise. Among those things which are considered offensive are any verbal or nonverbal communications which contain sexual implications, racial slurs, gender-specific comments, or any other comment that offensively addresses someone's age, sexual orientation, religious or political beliefs, national origin, or disability.
2.
The giving or withholding of tangible job benefits based on the granting of sexual favors and any behavior or conduct of a sexual/gender based nature which is demeaning, ridiculing, or derisive and results in a hostile, abusive or unwelcome work environment constitutes sexual harassment.
3.
False or bad faith claims regarding harassment shall result in disciplinary action, up to and including termination, against the complainant.
4.
Retaliation or reprisals are prohibited against any employee who opposes a forbidden practice, has filed a charge, testified, assisted or participated in any manner in an investigative proceeding or hearing under this policy.
5.
Reporting Procedure.
a.
Any employee who experiences an unwelcome, harassing or hostile work environment or who has personal knowledge of clearly offensive conduct should address such behavior/conduct through the formal remedial process.
b.
Formal complaints should be in writing and specify:
i.
The identity of the complainant.
ii.
The identity of the offending employee.
iii.
The offensive behavior that the employee engaged in.
iv.
The frequency of the offensive behavior.
v.
Damage the complainant suffered as a result of the offensive behavior.
vi.
How the complainant would like the matter settled, or what the complainant would like to see happen.
c.
Complainants will be allowed a reasonable amount of time during work to prepare a formal complaint.
d.
Formal Remedial Process.
i.
The complainant should submit the formal written complaint to any one of the following individuals:
(A)
The employee's immediate supervisor.
(B)
The department head.
(C)
The human resource department.
(D)
The city attorney.
ii.
The submitted complaint immediately should be forwarded to the human resource department to conduct a confidential investigation into the allegations. The human resource department shall notify the department head and city attorney of the complaint, except where the allegations involve such entity. If the allegations involve the human resource department, the complaint should go to the city attorney.
iii.
The human resource department and department head, with the assistance of the city attorney, will conduct an investigation into the formal written complaint. If either one of these three entities are involved in the allegations, that entity will be excluded from the investigation process.
iv.
Determination of the Investigation.
(A)
If it is determined that the allegations have merit, then the human resource department and department head will determine the severity of discipline which should be imposed upon the accused employee. The department head will thereafter impose this discipline.
(B)
If it is determined that the allegations have no merit, then the human resource department will notify the complainant of this conclusion within five business days of the determination of the investigation.
v.
If either the accused employee or the complainant disagree with this determination, then each shall have the right to appeal this determination in accordance with the appeal procedures outlined in subsection F of this section.
6.
Confidentiality.
a.
Information related to any harassment complaint, proceeding, or resolution shall be maintained in separate and confidential harassment complaint files. This information shall not be placed or maintained in any employee's personnel file.
b.
Information contained in the harassment complaint files shall be released only with the written authorization of the complainant and the human resource department, or designee.
c.
Participants in any harassment proceeding/investigation shall treat all information related to that proceeding/investigation as confidential.
d.
Complainants of alleged sexual harassment shall not be required to confront the accused outside of a formal proceeding.
e.
The accused shall not contact the complainant regarding the alleged harassment.
7.
Employees found engaging in harassing or retaliatory behavior against employees asserting their rights under this section may face disciplinary action up to, and including, termination based on all the circumstances of the case, as well as the offending employee's work history.
F.
Outside Activities. City employees shall not use city-owned property in support of outside interests and activities when such use would compromise the integrity of the city or interfere with the employee's duties. Outside employment must not be of a type that would reasonably give rise to criticism or suspicion of conflicting interests or duties.
G.
Political Activity of Career Service Employee.
1.
No employee in merit service shall be an officer of a political party. No city employee or official shall solicit orally, or by letter, or be in any other manner concerned in obtaining any assessments, contributions or services for any political party from any employee in the career service.
2.
Nothing contained in this subsection shall be construed to restrict the right of the employee to hold membership in, and support a political party, to vote as he chooses, to express privately his opinions on all political subjects and candidates, to maintain political neutrality, and to attend political meetings after working hours.
3.
Any merit service employee who wishes to seek election to a political office shall request and obtain a leave of absence from the career service appointment no later than the day following the primary election for such office.
(Ord. 98-15 § 2 (part))
2.60.040 - Disciplinary action.#
A.
General Policy.
1.
It is the policy of the city that management will inform its employees about what is expected at work, what constitutes employee misconduct, what management and the employee may do to correct any misconduct, and what the employee's rights are if disciplined.
2.
It is the responsibility of all employees to observe rules of conduct necessary for the proper operation of city government. Administrative procedures have been established for the handling of disciplinary measures when required. All such measures shall follow the presentation of charges to the employee.
3.
Disciplinary action, up to and including termination, may be imposed for misconduct.
4.
Written documentation concerning employee disciplinary action imposed will become a permanent part of an employee's personnel record.
B.
Types of Disciplinary Action.
1.
Verbal Warning.
a.
Whenever grounds for disciplinary action exist, and the department head determines that more severe action is not immediately necessary, the deficiency demonstrated should be verbally communicated to the employee.
b.
A memorandum of the date and content of the verbal warning shall be written by the department head, or designee. This memorandum shall be placed in a separate verbal warning folder in the human resource department and is not part of the employee's personnel file.
2.
Written Reprimand.
a.
The department head, or designee, may reprimand employees for cause. The department head, or designee, shall furnish the employee with an employee written reprimand notification setting forth the reason(s).
b.
A copy of the employee written reprimand notification, signed by the department head, or designee, and the employee, shall be sent to the human resource department and be permanently placed in the employee's personnel file. If the employee refuses to sign the form, the department head, or designee, will so state.
3.
Suspension.
a.
The department head, or designee, after consultation with human resource department and the city attorney, may suspend employees with or without pay.
b.
When suspending an employee, the department head, or designee, shall follow the due process proceedings hereinafter set forth in subsection E of this section, entitled, Imposing Disciplinary Action.
c.
On or before the effective date of the suspension, the department head, or designee, shall furnish the employee with a written employee suspension notification setting forth the reason(s) for suspension.
d.
A copy of the employee suspension notification, signed by the department head, or designee, and the employee, shall be sent to the human resource department and be permanently placed in the employee's personnel file. If the employee refuses to sign the form, the department head, or designee, will so state.
e.
Employees on suspension shall be responsible for making full-time employee contributions to their employee insurance benefits.
4.
Demotion.
a.
If in the best interest of both the employee and the city, the department head, or designee, after consultation with human resource department and the city attorney, may demote or reduce in grade employees for cause, or provide for reasonable accommodation in appropriate circumstances.
b.
When demoting an employee, the department head, or designee, shall follow the due process proceedings hereinafter set forth in subsection E of this section, entitled, Imposing Disciplinary Action.
c.
On or before the effective date of the demotion, the department head, or designee, shall furnish the employee with a written employee demotion notification setting forth the reason(s) for demotion.
d.
A copy of the employee demotion notification, signed by the department head, or designee, and the employee, shall be sent to the human resource department and be permanently placed in the employee's personnel file. If the employee refuses to sign the form, the department head, or designee, will so state.
5.
Transfer for Cause.
a.
If in the best interest of both the employee and the city, the department head, or designee, after consultation with human resource department and the city attorney, may transfer employees (except a probationary employee) by furnishing the employee with a written employee transfer notification.
b.
A copy of the employee transfer notification, signed by the department head, or designee, and the employee, shall be sent to the human resource department and be permanently placed in the employee's personnel file. If the employee refuses to sign the form, the department head, or designee, will so state.
6.
Termination.
a.
The department head, or designee, after consultation with human resource department and the city attorney, may terminate employees for cause.
b.
When terminating an employee for cause, the department head, or designee, shall follow the due process proceedings hereinafter set forth in subsection E of this section, entitled, Imposing Disciplinary Action.
c.
On or before the effective date of the termination for cause, the department head, or designee, shall furnish the employee with a written employee termination notification setting forth the reason(s) for termination.
d.
A copy of the employee termination notification, signed by the department head, or designee, and the employee, shall be sent to the human resource department and be permanently placed in the employee's personnel file. If the employee refuses to sign the form, the department head, or designee, will so state.
e.
Any employee who has been terminated for cause is not eligible for any city position for a period of one year.
C.
Causes for Disciplinary Action. Causes for disciplinary action, up to and including termination, may include but are not limited to, the following:
1.
Violation of the laws, regulations, or ordinances of the city, the state of Utah, or the United States, other than minor traffic offenses.
2.
Any violation of the employee code of conduct.
3.
Any violation of this personnel policies and procedures manual.
4.
Conduct which endangers the peace and safety of others or poses a threat to the public interest.
5.
Any type of inappropriate behavior while on the job or related to the job.
6.
Unauthorized absence.
7.
Falsification or unauthorized alteration of records.
8.
Falsification of employment application.
9.
Knowingly marking the time slip of another employee, authorizing one's time slip to be marked by another employee, unauthorized alteration of a time slip.
10.
Gambling or engaging in a lottery at any city work area.
11.
Misusing, destroying, or damaging any city property or the property of any employees.
12.
Sleeping during working hours, with the obvious exception of firefighters.
13.
Inability to perform the essential functions of the job, with reasonable accommodation for a legally recognized disability.
D.
Conducting an Investigation.
1.
The department head, or designee, shall conduct an investigation into the allegations which form the grounds for disciplinary action.
2.
The department head, or designee, may place employees on paid administrative leave during an investigation to determine the facts upon which disciplinary action may be imposed.
3.
Disciplinary action shall not be imposed until a hearing, with appropriate written notice, has been held pursuant to subsection E of this section, entitled Imposing Disciplinary Action. The investigation shall include an opportunity for the employee to respond to the allegations.
E.
Imposing Disciplinary Action.
1.
The department head, or designee, shall conduct disciplinary action in a consistent manner.
2.
Each employee shall be afforded prior access to city's rules, policies, and procedures.
3.
The employee shall receive timely notice of the pre-disciplinary meeting, overview of allegations, and potential disciplinary action.
4.
Prior to imposing the disciplinary action, the employee shall have the opportunity to review the disciplinary action with the department head, or designee. The employee shall have the opportunity to respond to the allegations. The employee's written response, if any, and other related documents shall be placed in the employee's personnel file.
5.
In determining the type and severity of the disciplinary action, the department head, or designee, may consider aggravating and mitigating circumstances such as: the repeated nature of misconduct; prior disciplinary action imposed; the severity of the misconduct; the employee's work record; the effect on city operations; and/or the potential of the misconduct to harm person(s) or property.
6.
For disciplinary action other than a verbal warning, the department head, or designee, shall notify the employee, in writing, of the findings of the investigation. The written statement shall include:
a.
The grounds for disciplinary action, including a description of the specific misconduct for which the disciplinary action is being imposed.
b.
Any prior disciplinary action imposed.
c.
The disciplinary action to be imposed.
d.
The effective date and duration of the disciplinary action.
e.
The corrective action necessary for the employee to avoid further disciplinary action.
7.
The department head, or designee, may note the disciplinary action on their personal notes at the time the disciplinary action is imposed and/or on the employee's performance evaluation form.
F.
Appeal Procedures.
1.
Employee Appeals Board.
a.
The employee appeals board for the city of South Salt Lake shall consist of the city's administrative law judge ("ALJ") appointed pursuant to the procedures set forth in Chapter 2.22 of this code.
2.
Nonappealable Actions.
a.
No probationary, temporary/seasonal, or part-time employee, or appointed employee has the right to appeal any disciplinary action.
b.
No employees have appeal rights for verbal warnings, written reprimands, or involuntary reassignment for disciplinary purposes which does not affect the employee's rate of pay.
c.
Unless specifically provided by this section, no employee has the right to appeal a termination, transfer or pay reduction which is made for a non-disciplinary reason, such as a reduction in force, furlough, reorganization, or a broadly applicable reduction in salary which affects multiple employees in a department.
d.
No employees have appeal rights for suspension from employment without pay for two days or less.
e.
No appeal is allowed from discharge or involuntary reassignment due to loss of state or federal licensure or certifications which are required for the employee's position.
3.
Appealable Rights for Merit Employees.
a.
Merit employees have the right to appeal any disciplinary action resulting in:
i.
Dismissal, termination or release from employment;
ii.
Demotion;
iii.
Suspension from employment without pay for more than two days; or
iv.
Involuntary transfer for a disciplinary purpose to a position with less remuneration.
4.
Appealing to the ALJ.
a.
Employees desiring to file an appeal must submit their written notice of appeal, describing in detail the grounds for the appeal with any supporting documentation, to the city recorder within ten calendar days following the disciplinary action giving rise to the appeal, or an employee will be deemed to have waived all appeal rights.
b.
A copy of the appeal shall also be filed with the employee's supervisor and the human resource department. Upon receipt by the city recorder of the employee's appeal, a date and time shall be set for the ALJ to convene a hearing to hear the appeal. All appeal documents will then be forwarded to the ALJ.
c.
Hearings and decision of the ALJ shall be held and rendered as soon as reasonably practicable, with no unreasonable delay. The ALJ may allow an enlargement of time for hearing preparations, if good cause is shown, but this subsection may not extend the amount of time during which an appealing employee may timely submit a notice of appeal.
d.
All parties to the appeal shall be entitled to appear at the appeals hearing in person and to be represented by counsel, to have the hearing open to the public, to confront witnesses whose testimony is to be considered, and to examine the evidence to be considered by the ALJ.
e.
The ALJ may request the appointment of independent medical or other technical experts, in the ALJ's sole discretion, if the ALJ believes that the expert's opinion is necessary for the resolution of the case.
f.
Submission of Documentation:
i.
All documentation to be presented at the appeals hearing shall be made available by each party upon written request of the party seeking the documentation at least five business days prior to the scheduled hearing date; all requests for documents shall be considered to be ongoing up to and through the time of the hearing.
ii.
Any party to any appeal may, no later than five business days prior to the date of the appeal hearing or cutoff date for a decision, submit to the ALJ a written brief, no more than ten pages in length, with supporting documentation, which articulates that party's arguments and position regarding the subject matter of the appeal.
iii.
Copies of all written briefs shall be concurrently forwarded to the opposing party, and a reply brief may be submitted in response no later than two business days prior to the hearing date or cutoff date for a decision.
g.
The Utah Rules of Evidence, Utah Rules of Civil Procedure, and Utah Administrative Code do not apply to administrative hearings. Hearings are conducted to be fundamentally fair to the parties and to provide due process. The ALJ may entertain objections in order to maintain decorum and to address issues of relevance.
h.
With the exception of a request for an order requiring the release of documents which have been requested or scheduling matters, no prehearing motions shall be entertained by the ALJ.
i.
In the ALJ's discretion, parties may convene for a prehearing conference with the ALJ to discuss relevant issues, such as anticipated witnesses or the scope of the appeal.
j.
Record of the Hearing. An audio recording of the hearing shall be kept and all exhibits received in evidence at the hearing shall be maintained.
5.
Appeals from Disciplinary Actions. The proceedings for appeals from disciplinary actions are bifurcated.
a.
During the first phase of the proceedings, the ALJ considers evidence of the charges upon which the discipline was based. The city bears the burden of proving the charges by a preponderance of the evidence.
i.
If the ALJ sustains all of the charges, then it shall proceed to the second phase of the hearing, described in subsection F.5.b.
ii.
If the ALJ sustains none of the charges, then the ALJ shall overturn the disciplinary action, as provided in subsection F.7.b.
iii.
If the ALJ sustains some, but not all, of the charges, then the ALJ shall refer the decision back to the department director for reconsideration of the disciplinary decision, in light of the ALJ's findings. A referral back to the department director is an interlocutory order, and is not subject to appeal. The department director may decrease the severity of, modify, withdraw, or retain the disciplinary decision previously made. If the department director fails to respond to the ALJ within three working days from the ALJ's referral, then the ALJ shall proceed as if the department director has not changed the disciplinary decision.
b.
During the second phase of the proceedings, the ALJ considers whether the misconduct warranted the sanction imposed by the department director. The ALJ gives broad deference to the department director's choice of punishment, and reviews that decision for an abuse of discretion. The disciplined employee bears the burden of proving an abuse of discretion by clear and convincing evidence.
i.
A department director abuses his or her discretion if the sanction is arbitrary, capricious or illegal.
ii.
When considering whether the sanction is arbitrary, capricious or illegal, the ALJ may consider whether the discipline imposed is:
(A)
Disproportionate in light of the circumstances: or
(B)
Inconsistent with previous sanctions imposed by the department upon similarly situated employees pursuant to the department's or city's own policies.
iii.
If the ALJ finds that the disciplined employee has carried the burden of establishing an abuse of discretion, then the ALJ shall overturn the disciplinary action.
c.
The disciplined employee may waive challenge to either phase of the proceedings at any time. In the absence of a clear, written waiver, the proceedings will proceed through both phases.
6.
Appeals from discharge or reassignment due to fitness for duty determinations.
a.
Notwithstanding subsection F., in cases of discharge or transfer to a position of less remuneration due to a determination that the individual is unfit to report to duty due to a medical condition, the employee has the right to appeal that decision, as provided in subsection F.4.
b.
In cases of fitness for duty appeals, the city bears the burden of proving by a preponderance of the evidence that the circumstances warrant the action taken.
7.
The ALJ shall render a final decision in writing and may:
a.
Sustain the city's action; or
b.
Overturn the city's action;
i.
If the city's action is overturned, the human resource department, or designee, shall remove the record of the overturned action from the employee's personnel file and retain it separately, which record shall be designated as private pursuant to Utah law.
ii.
The ALJ shall reinstate any loss of pay associated with an overturned action, but in the case where an employee has taken employment elsewhere, the amount shall be reduced by any amounts the employee earned from other employment during this period of time.
iii.
If a department director reduces the severity of the disciplinary decision pursuant to subsection F.5.a.iii., then the ALJ shall reinstate any loss of pay which would not have been incurred, if the reduced discipline had been initially imposed.
8.
The ALJ shall transmit a copy of its decision to the employee, the department director, the human resources department, and the city recorder for certification. The city recorder shall certify the decision by placing the city's official seal on the document, and the date of certification.
9.
The written ruling filed by the ALJ pursuant to subsection F.8. shall be the final administrative decision of the city and the decision may be appealed by either party to the Utah Court of Appeals within thirty (30) days from the date on which the ALJ's decision is certified by the city recorder.
(Ord. 2008-23: Ord. 98-15 § 2 (part))
(Ord. No. 2015-08, 5-13-2015)
2.60.050 - Grievance procedures.#
A.
General Policy.
1.
Employees who perceive that they have a grievance against the city should exhaust the administrative procedure set forth in the body of this policy before addressing their grievance through any other forum. Employees may file a grievance with the human resource department about any perceived work related injustice or oppression resulting from an act, occurrence, omission, condition, or unfair labor practice. Issues addressable throughout the grievance process include, but are not limited to:
a.
Employee-supervisor relationships.
b.
Duty assignments not affecting job classification.
c.
Shift and job location assignments.
d.
Working conditions.
e.
Practices affecting granting of leave.
2.
Grievances should be resolved at the lowest administrative level possible. Employees and supervisors shall attempt to resolve grievances informally by discussing the grievance issues before any formal written grievance is filed. Each employee pursuing a formal grievance must prepare and submit a separate written grievance. Written grievances shall contain, at a minimum, the following information:
a.
Name of the employee.
b.
Date the occurrence or action underlying the grievance occurred.
c.
Nature of the grievance.
d.
Historical information related to the grievance.
e.
Requested resolution.
f.
Steps taken to resolve issue prior to filing of written grievance.
g.
Signature of the employee filing the grievance and date filed.
3.
Employee grievances must be filed with the human resource department within ten calendar days of the occurrence or event giving rise to the grievance, or within ten calendar days of the employee's acquiring knowledge of the occurrence or event giving rise to the grievance. Human resource department shall promptly send a copy of the employee's written grievance to the department head and supervisor.
4.
At each level of the grievance process, after a supervisor has received an employee grievance, the supervisor shall have ten business days to respond in writing to the grievance.
5.
If a supervisor is unable to answer the grievance within the specified time period due to exigent circumstances, the supervisor may take an additional ten business days to answer the grievance if they notify the employee in writing of the exigent circumstances and that the extension is being exercised. If the grievance remains unresolved or the decision is considered unacceptable, the employee may appeal the decision to the next level of appeal.
6.
Absent exigent circumstances, if the supervisor fails to respond within the allotted time, the employee may proceed to the next level of appeal.
7.
Only the issues presented in the original grievance may be considered throughout the appellate process. A grievance and any necessary appeals shall be processed through the following chain of command, if applicable:
a.
Immediate Supervisor. In an effort to resolve the problem, the immediate supervisor will consider the facts, conduct an investigation, and review the matter with the human resource department.
b.
Department Head. In an effort to resolve the problem, the department head will consider the facts, conduct an investigation, and review the matter with the human resource department.
c.
Quality Committee. The quality committee will review the matter and may act as a mediator between the employee and department head and/or the mayor.
d.
Mayor.
8.
The decision of the mayor constitutes the final level of appeal and is final and non-appealable.
B.
Confidentiality.
1.
Written grievance forms shall be private data under the Government Records Access Management Act (GRAMA) of the state of Utah. The mayor or city council may declare the grievance documents to be confidential and/or order the entire record, or any part of it, sealed.
2.
If any disciplinary action against an employee is rescinded as a result of the grievance process, the record of the disciplinary action shall be removed from the employee's personnel file.
3.
If any disciplinary action against an employee is modified as a result of the grievance process, the unmodified record of the disciplinary action shall be removed from the employee's personnel file and the modified record of the disciplinary action shall be placed in the employee's personnel file.
4.
No document relating to a grievance shall be placed in the employee's personnel file.
(Ord. 98-15 § 2 (part))
2.60.060 - Employment classification.#
A.
General Policy. The city will pay at least minimum wages and overtime to all employees except those who are specifically exempt from minimum wage and overtime requirements under the Fair Labor Standards Act (FLSA) of 1938. The city will also provide equal pay to all employees doing similar work which requires substantially equal skill, effort, responsibility, and performed under similar working conditions, in accordance with the Fair Labor Standards Act of 1938 and the Equal Pay Act of 1963.
B.
Employment Classifications. There are three classifications of employees within the city:
1.
Full-Time. Employees hired for an indefinite period in a position for which the normal work schedule is forty (40) hours per week. Full-time employees may or may not qualify for specific city benefits and/or be members of the merit personnel system.
2.
Part-Time. Employees hired for an indefinite period in a position for which the normal work schedule is less than forty (40) hours per week. Part-time employees may or may not qualify for specific city benefits and/or be members of the merit personnel system.
3.
Temporary/Seasonal. Employees hired for a position which is required for only a specific, known duration, usually less than six months. Temporary/seasonal employees may or may not qualify for specific city benefits and/or be members of the merit personnel system.
C.
Employment Status.
1.
To facilitate provisions of the Fair Labor Standards Act, employees shall also be classified as either exempt or nonexempt, with respect to eligibility for overtime payment. They shall be defined as:
a.
Exempt. Positions of a managerial, administrative, or professional nature, as prescribed by federal and state labor statutes shall be exempt from minimum wage and mandatory overtime payment regulations.
i.
Exempt employees have no right to overtime or compensatory time; however, the mayor may authorize compensatory time plans for exempt employees.
ii.
Exempt employees may accrue compensatory time for hours in excess of forty (40) hours worked per week up to a maximum of eighty (80) hours of compensatory time. This time shall be calculated at a straight time rate.
iii.
Exempt employees who accrue compensatory time have no property right or cash value in the accrued time. Use and/or scheduling of compensatory time is solely within the mayor's discretion.
iv.
Upon termination of employment, for whatever reason, an exempt employee is not entitled to cash or other compensation in exchange for unused, accrued compensatory time.
b.
Nonexempt. Positions of a clerical, technical, or service nature, as defined by federal and state labor statutes, which are covered by provisions for minimum wage and mandatory overtime payment regulations.
2.
Positions Not in Merit Service and Exempt from FLSA. The following permanent full-time positions of employment in city government shall not be merit service, are exempt from the protections described in Utah Code Title 10, Chapter 3, Sections 1105 and 1106, and are exempt from FLSA:
a.
Elected members of the city council, and staff;
b.
The mayor, and his or her executive secretary/assistant;
c.
The following heads of departments and administrators appointed by the mayor, with the advice and consent of the city council:
i.
Police chief;
ii.
City attorney;
iii.
City engineer;
iv.
City recorder;
v.
City treasurer;
vi.
Director of community and economic development;
vii.
Director of communications;
viii.
Director of finance;
ix.
Director of public works;
x.
Fire chief;
xi.
Justice court judge;
xii.
Recreation director;
xiii.
Human resources and information services director;
xiv.
Justice court administrator;
xv.
Deputy city attorney;
xvi.
Director of neighborhoods department;
xvii.
Deputy community and economic development director/housing administrator;
xviii.
One confidential secretary or assistant to any of the foregoing officials as deemed necessary by the city council;
xix.
Members of policy, advisory, review, and appeal boards, or similar bodies, who do not perform administrative duties as individuals;
xx.
The Executive Director of any City of South Salt Lake Governmental non-profit corporation.
3.
Merit, Full-time Positions Exempt From FLSA. The following permanent full-time positions of employment in city government shall be exempt from FLSA provisions and shall be members of the merit personnel systems with the benefits accorded thereby:
a.
Assistant city attorney/prosecutor;
b.
Deputy city attorney;
c.
Fire battalion chief;
d.
Human resource administrator;
e.
MIS coordinator;
f.
Police captain;
g.
Programs director;
h.
Public works supervisor;
i.
Senior accountant.
4.
Positions Not in Merit Service. The following positions of employment in city government shall not be merit service:
a.
People employed to make or conduct temporary and special inquiries, investigations or examinations on behalf of the mayor or city council;
b.
Volunteer personnel who receive no regular compensation from the city;
c.
Regular part-time and temporary/seasonal employees.
(Ord. 98-15 § 2 (part))
(Ord. No. 2014-12, 5-28-2014; Ord. No. 2014-19, 7-30-2014; Res. No. 2015-07, 2-11-2015; Ord. No. 2021-09, § 1(Exh. A), 6-23-2021; Ord. No. 2026-08, § 1(Exh. A), 4-29-2026)
2.60.070 - Salary planning.#
A.
General Policy. The human resource department, in conjunction with the city council, shall be responsible for the development and maintenance of a uniform and equitable pay plan for the city which shall consist of minimum and maximum rates of pay for each position and such intermediate steps as deemed necessary and equitable. Salaries shall be linked directly to the position classification plan and shall be determined with due regard to the following considerations:
1.
Ranges of pay for other positions.
2.
Prevailing rates of pay for similar employment in both public and private organizations.
3.
Cost of living factors.
4.
Other benefits received by employees.
5.
The financial policy and economic conditions of the city.
B.
Pay Plan Development And Allocation.
1.
The human resource department, or designee, shall conduct a study of salary levels of comparable positions in the public and private sector and shall make adjustment recommendations to the city council annually. Implementation of adjustments are subject to the availability of funds.
2.
The human resource department, or designee, shall assign each position level to a pay range based upon the levels' relationship to other levels as defined in the position level plan and by market data.
C.
Appointment.
1.
Pay for newly hired or promoted employees shall normally be set at the minimum of the pay range assigned to a job class. However, the mayor may approve hires up to the range of midpoint, as warranted by job qualifications and experience, subject to the availability of funds.
2.
The mayor shall not authorize hiring above the midpoint of a pay range except in unusual circumstances.
D.
Merit Increase.
1.
The mayor, upon approval of the city council, shall adopt merit increase guidelines effective July 1st of each calendar year subject to funding in the approved budget.
2.
Regular full-time and regular part-time employees are eligible to receive a merit one-step increase annually in connection with their original hire date and conditional upon an "acceptable" performance evaluation.
3.
Temporary/seasonal, probationary, or employees at or above the pay range maximum and employees whose performance is rated less than successful, shall not be eligible to receive a merit increase.
4.
The department head, or designee, must complete an employee's performance evaluation within thirty (30) calendar days preceding the effective date of a merit increase.
5.
A merit increase shall not exceed the range of maximum assigned to a position level.
E.
Promotion. Employees promoted to another position will receive an increase of five percent (then to the next step) or the minimum of the pay range assigned to the job class, whichever is greater.
F.
Order of Salary Calculation. Multiple categories of pay increases awarded simultaneously shall be calculated in the following order:
1.
Market.
2.
Merit.
3.
Promotion.
G.
Reassignment. Except when due to a demotion or a disciplinary action, employees who are reassigned shall be paid the same salary received prior to the assignment.
H.
Reclassification.
1.
Upon recommendation by the human resource department, the mayor may reclassify a position to a higher level. If reclassified, the human resource department shall adjust the incumbent's salary to at least the minimum of the new range or may give a zero to ten percent salary increase, based upon increased responsibility.
2.
A reclassification increase is subject to the availability of funds.
3.
If the mayor reclassifies a position to a lower level, the incumbent's salary shall remain the same. If the incumbent's salary exceeds the maximum of the new range, the incumbent is ineligible to receive a salary increase until the salary range increases to incorporate the incumbent's pay rate.
I.
Demotion. If an employee is demoted, either voluntarily or involuntarily, the human resource department may treat the employee's salary according to subsection (H)(3) of this section, or reduce the salary.
J.
Benefits.
1.
Suspended Employee.
a.
Employees suspended for disciplinary reasons shall continue to be eligible to receive city retirement, health, dental, disability and life insurance programs subject to the conditions set forth in subparagraph (b) of this subsection.
b.
The employee shall pay the employee portion of insurance premium to continue coverage through the period of suspension.
(Ord. 98-15 § 2 (part))
2.60.080 - Leaves of absence.#
A.
Absent Without Leave. Except if department head finds extenuating circumstances exist, any employee who is absent for three or more consecutive work days without authorized leave shall be deemed to have resigned without notice.
B.
Vacation Leave.
1.
The city provides annual vacation leave for each full-time employee which may be taken as earned. Each full-time employee shall receive vacation leave at the following rate:
a.
For zero to five years of service, ninety-six (96) hours of vacation leave shall accrue at the rate of eight hours per month for each month worked.
b.
For six to ten years of service, one hundred twenty (120) hours of vacation leave shall accrue at the rate of ten hours per month for each month worked.
c.
For eleven (11) to fifteen (15) years of service, one hundred forty-four (144) hours of vacation leave shall accrue at the rate of twelve (12) hours per month for each month worked.
d.
For sixteen (16) to twenty (20) years of service, one hundred sixty-eight (168) hours of vacation leave shall accrue at the rate of fourteen (14) hours per month for each month worked.
e.
For over twenty (20) years of service, one hundred ninety-two (192) hours of vacation leave shall accrue at the rate of sixteen (16) hours per month for each month worked.
2.
The city provides annual vacation leave for each part-time employee on a pro rata basis of the schedule above.
3.
Persons hired on an emergency, temporary/seasonal, or contract basis shall not accrue vacation leave.
4.
Individual department heads will issue approval or disapproval on all vacation leave requests.
5.
The maximum vacation leave which can be accrued and carried forward from calendar year to calendar year is one hundred sixty-eight (168) hours. Any accrued vacation leave in excess of one hundred sixty-eight (168) hours shall be forfeited on January 1st of the year following the calendar year in which the leave was accrued and no compensation shall be paid for such leave.
6.
A holiday which falls during an employee's vacation leave shall be counted as a paid holiday and not as vacation leave.
7.
Employees who are separated from employment shall be compensated for all accrued vacation leave.
8.
All vacation leave requests should be submitted a reasonable time in advance of the desired time off to the department head, or designee. If an excessive (being the number of requests if granted that would render the department or organization ineffective) number of employees request leave for the same time period, leave shall be granted in order of application (first-come-first-served) at the discretion of the department head, or designee.
9.
Official vacation records will be maintained and kept current by the department head, or designee.
C.
Holiday Leave.
1.
Full-time employees receive eight hours holiday pay for the holidays below. Part-time employees receive a pro rata holiday pay for the holidays below.
2.
Holidays:
a. New Year's Day January 1st
b. Human Rights Day 3rd Monday in January
c. President's Birthday 3rd Monday in February
d. Memorial Day Last Monday in May
e. Independence Day July 4th
f. Pioneer Day July 24th
g. Labor Day 1st Monday in September
h. Veteran's Day November 11th
i. Thanksgiving 4th Thursday in November and the day following Thanksgiving Day
j. Christmas Eve Day December 24th
k. Christmas December 25th
3.
If any of the above holidays falls on Saturday, then the preceding Friday shall be the holiday. If any of the above holidays falls on Sunday, then the following Monday is the holiday.
D.
Sick Leave.
1.
Purpose. Sick leave shall not be considered as a privilege which employees may use at their discretion, but shall be allowed only in case of necessity and actual sickness or disability of the employee, employee's children, employee's parents or spouse's parents, or a family member residing with the employee.
2.
Use of Sick Leave. Sick leave may be used at any time with approval of the department head, or designee, for any of the following reasons:
a.
When employees are unable to perform their regular duties or other temporary work because of sickness or injury to which they may be assigned.
b.
Visits to hospitals, clinics, doctors' and dentists' offices for diagnosis or treatment of illness or injury or examination of the employee's children or parents, or a family member residing with the employee. The minimum time that may be taken for any of these purposes is one hour.
3.
Eligibility. Sick leave shall be available to all full-time and part-time employees, including probationary employees. Temporary/seasonal, provisional, and emergency employees are not eligible for sick leave.
4.
Accrual. Sick leave is accrued at the rate of eight hours per month or ninety-six (96) hours per year for full-time employees and a pro rata basis for part-time employees. The employee will begin to accrue sick leave immediately upon being hired by the city. Sick leave shall not accrue if an employee is in a leave of absence without pay status. Records will be kept by the department head or designee.
5.
Use. Sick leave shall be charged against employees in not less than a one-hour minimum. Advancing unearned sick leave is not allowed.
6.
Termination. Upon separation from employment with the city, employees will receive compensation for fifty (50) percent of sick leave balance, not to exceed ninety-six (96) hours.
7.
Payments.
a.
In order to qualify for sick leave payments, employees must notify the department head, or designee, no later than one hour after normal starting time on each day of absence unless the circumstances surrounding the absence make such notification impossible. The department head, or designee, should also be kept advised of the employee's progress and expected date of return to duty.
b.
Any absence for illness beyond accrued sick leave will result in the employee being carried on vacation leave status until all vacation leave has expired, then be carried in a leave-without-pay status.
8.
Certification of Illness. For sick leave in excess of five consecutive working days, or if abuse of sick leave is indicated, the department head, or designee, may require a certificate from the attending physician stating that such illness prevented the employee from working.
9.
Reporting Absences. Employees will be paid only when the employee (or a member of his or her immediate family if the employee is incapacitated) notifies the department head, supervisor, or designee, within one hour after the employee's scheduled reporting time. Continued reporting for more than a one-time absence will be accomplished as directed by the department head or designee.
10.
Cash-Out. Any unused sick leave may be carried over to the following year up to a maximum of ninety-six (96) hours. Upon recommendation by the mayor and as approved by the city council each year, sick leave in excess of ninety-six (96) hours at the end of the last full pay period in March may be cashed out at forty (40) percent the employee's hourly rate. If recommended and approved, employees will receive a cash out of excess sick leave on or about May 15.
11.
Sick Leave Bank. Employees who have utilized all accumulated vacation and sick leave may be awarded additional sick leave in instances of serious personal illness or injury.
a.
The human resource department shall establish a citywide sick leave bank program. Donations of sick leave will not be accepted. Donations of vacation leave will be accepted as follows:
i.
Donations will be on a voluntary basis.
ii.
Donations will be accepted during the months of June and December only, except as specified in subparagraph v of this subsection.
iii.
Employees must have a combination of at least eighty-eight (88) hours of vacation time and sick time left after any donations are made.
iv.
Leave will be donated and awarded on an hourly basis.
v.
Donations will be accepted on an as-needed basis if the reserve in the sick leave bank will not cover a needed award.
b.
The sick leave bank may be used by any city employee for personal catastrophic illness or non-job related injury of an acute nature.
i.
The sick leave bank shall not be used for dependent care.
ii.
The sick leave bank shall not award any sick leave in excess of the balance in reserve.
c.
Employee requesting leave from the sick leave bank must complete a sick leave bank request form and submit it to the department head.
i.
Sick leave bank request forms shall be submitted within fifteen (15) days of the date when the employee could reasonably be presumed to have had knowledge of the need for additional sick leave.
ii.
The department head shall be responsible for submitting request forms to the sick leave bank committee within five calendar days from receipt.
iii.
Sick leave bank request forms may be submitted by the petitioning employee, a member of the petitioner's immediate family, or by the employee's immediate supervisor.
iv.
The sick leave bank committee will make award decisions at the next regularly scheduled employee quality committee meeting.
d.
Employees shall not be eligible to use the sick leave bank unless they have exhausted their own vacation and sick leave. Employees will continue to accrue all benefits while on leave.
e.
Sick leave awards shall be approved by the sick leave bank committee.
i.
The sick leave bank committee shall be made up of the persons serving on the employee quality committee.
ii.
Leave awards shall be given on an individual circumstance basis, with as much leave to be awarded as deemed necessary by the sick leave bank committee.
iii.
The department head that submitted the request for leave will be consulted regarding the employee during the award determination process.
iv.
A majority vote by a quorum of the sick leave bank committee will determine awards.
f.
Donated hours are not tax deductible.
g.
Sick leave bank committee decisions and awards are not grievable.
12.
Income Continuation Plans. In those instances where employees are disabled due to illness, accident or job-related accident, employees will be compensated through either the city's disability plan or worker's compensation.
E.
Maternity Leave.
1.
Employees who become pregnant may continue working until such time as they can no longer satisfactorily perform their duties, at which time they may file a claim with the city's disability plan.
2.
For other benefits, refer to Family and Medical Leave Act section in the personnel manual. Regulations governing sick leave, annual leave, and leave-without-pay will apply. During leave-without-pay in excess of thirty (30) calendar days, vacation leave, sick leave, or time toward annual performance evaluation shall not accrue.
F.
Workers Compensation Leave. Employees injured on the job, however slightly, must report the fact immediately to their supervisor and the human resource department. It shall be the duty of the injured employee's supervisor to obtain information regarding the accident or injury and to complete such reports as are required. Employee becomes eligible for worker's compensation and they shall be paid that compensation as provided by law. However, when an employee on worker's compensation whose compensation payments reach the statutory cap, the city will pay to that employee the difference between the statutory cap and the figure representing sixty-six and two thirds (66 ⅔) percent of said employee's actual salary. Unused sick leave or vacation leave may be granted in accordance with applicable rules and regulations.
G.
Emergency Leave. The mayor, or designee, may allow a regular or probationary employee reasonable time off, not to exceed five working days with pay, in case of an emergency. The mayor shall have the authority to grant longer leaves in unusual circumstances in which an emergency exists. During an emergency leave period in excess of thirty (30) calendar days, vacation leave, sick leave, or time toward yearly evaluation shall not accrue.
H.
Military Leave. A regular or probationary employee shall be granted leave with compensation for the difference in salary for active duty, for service in the National Guard or in the Armed Forces reserves for the purpose of fulfilling annual field training. Paid military leave shall not exceed eleven (11) working days in any single calendar year. (Sections 39-3-1 and 39-3-2, Utah Code Annotated, as amended). Any employee requesting such leave must provide a copy of the military orders placing him or her on active duty status.
I.
Jury Leave. A regular or probationary employee may be granted leave with full pay when performing jury duty or when required to serve as a witness in any municipal, county, state, or federal court, or before an administrative tribunal. Any compensation, including travel and expense allowance, received by the employee for jury duty must be turned back to the city. Paid leave will not be granted when the employee is serving as party, witness, or otherwise, in any personal civil or criminal matter.
J.
Administrative Leave. A regular or probationary employee may be granted administrative leave with pay to perform authorized duties in connection with the city business, attend trade or professional meetings which relate to official duties, participate in recognized and authorized training programs, or facilitate the needs of the city.
K.
Funeral Leave. The department head, or designee, shall grant an employee up to five days of funeral leave with pay to attend the funeral of the employee's spouse, child, stepchild, daughter-in-law or son-in-law, parent, stepparent, grandchild, mother-in-law or father-in-law, sister-in-law or brother-in-law, grandparent, spouse's grandparent, brother or sister. Such leave shall not be charged against accrued sick or annual leave.
L.
Leave Without Pay.
1.
Upon recommendation of the mayor and approval of the city council, employees may be granted leave without pay for a specified period of time, not to exceed one year. At the expiration of a leave without pay, the employee shall return to the same position, where feasible, or to a similar position. Failure of the employee to report promptly at the expiration of such leave without pay shall be considered a resignation without notice.
2.
A leave without pay shall not constitute a break in service. However, during leave without pay in excess of thirty (30) calendar days, vacation leave, sick leave, and time toward annual performance evaluation shall not accrue.
3.
Leave without pay shall be granted for education purposes when the employee's course of study will be of direct benefit to the city, his or her absence will not be a hardship for his or her department, and the employee agrees to return to work at the end of the leave without pay period.
4.
To attend funerals not covered by the funeral leave policy.
5.
To attend to an ill or injured member of the employee's immediate family when such absence is not covered by sick leave.
6.
Employees are expected to apply for absences in advance and in writing, giving as much detail about the absence as possible so that the mayor, or designee, may decide whether the leave without pay is warranted.
M.
Documentation of Leave. Some of the above absences must be supported by a copy of the official paperwork causing the absence. Such paperwork must be submitted to the department head, or designee, as soon as possible. In some cases where official paperwork is not available, the department head, or designee, will request that the employee supply additional information in writing to support the absence.
(Ord. 98-15 § 2 (part))
(Ord. No. 2015-03, 3-11-2015)
2.60.090 - Personnel manual adopted.#
The personnel management system of the city is represented by the currently approved and adopted Personnel Policies and Procedures Manual for the City of South Salt Lake, copies of which can be found in the city recorder and human resources offices.
(Ord. 98-15 § 2 (part))
2.60.100 - Severance pay.#
An appointed at-will department head or director, city recorder, city treasurer, or city engineer who has been employed full-time by the city for at least one year and who is involuntarily terminated for any reason other than criminal wrongdoing shall be entitled to receive severance pay. Severance pay is in addition to any accrued vacation owing at the time of termination. Severance pay is based on the employee's final salary as follows: A.
If the appointed at-will employee is terminated after fewer than two years' full-time employment, the employee shall receive an amount equivalent to two months' salary.
B.
If the appointed at-will employee is terminated after more than two years' full-time employment, the employee shall receive an amount equivalent to the final salary rate prorated at one months' pay for each full year of service, up to a maximum of four months' salary.
(Ord. No. 2017-25, 10-25-2017)