RESPONSIBLE CITY AGENCY: Division of Human Resource Management
KEYWORDS: Employment, employee, employer, hiring, hire, full-time, part-time, season, seasonal, civil service, career service, intern, internship, exempt, non-exempt, Fair Labor Standards Act, FLSA, appointed, appoint, at-will, affirmative action, discrimination, equal opportunity, benefit, benefits, modified duty, injury, injured, termination, terminate, fire, resign, resignation, cause, reason, orientation, probation, merit, qualifications, relocation, tuberculosis, TB, testing, test.
1. General
1.1 Salt Lake City administers a merit employment system that encourages the attraction, hiring, retention, and promotion of employees based on their qualifications within the personnel systems established by state law: Career Service and Civil Service.
1.2 Certain employees are “at will” and serve at the pleasure of the Mayor (see definition in Employment Status policy).
1.3 The City will assure equal employment opportunity to all employees and applicants for employment and/or promotion. The City will also prohibit any employment practice which discriminates against any employee or applicant for employment with respect to compensation, terms, conditions, or privileges of employment based on protections granted by Title VII , or executive order on non-discrimination, unless based on job-related or bona fide occupational qualifications.
1.4 The City will adhere to the spirit and practice of established affirmative action guidelines.
1.5 The City provides upward mobility for employees through recruitment and career ladder movement of qualified candidates among existing City employees to fill available positions.
1.6 The Division of Human Resource Management guides the employment process.
1.7 Definitions:
A. Civil Service: All places of employment in the Police and Fire Departments except the heads of these departments and their deputy chiefs.
B. Career Service: All places of employment within Salt Lake City, not including Civil Service positions, and those elected, appointed, and statutory officers designated by the Mayor.
C. Pre-bid rights: The process which allows qualified 100 and 200 Series employees to receive prioritized consideration for other 100 and 200 Series positions.
2. Minimum age
2.1 All City employees must be 18 years of age with the following exceptions:
A. Police applicants must be 21 years old by the day of their entrance exam.
B. Fire Fighter applicants must be 18 years old by the day of their entrance exam.
C. Youths between the ages of 16 and 18 may be employed in non-hazardous occupations, as defined by the Division of Human Resource Management.
3. Testing
3.1 The City may require job-related and appropriate selection devices for job applicants (including interviews, oral board interviews, tests, assessment centers, etc.).
3.2 New employees are tested for alcohol and drugs in accordance with the City’s Alcohol and Drugs policy.
3.3 Final job applicants and current employees who may have been exposed to tuberculosis are evaluated and/or tested for tuberculosis.
4. Interview Travel Reimbursement
4.1 In filling executive level positions the City may pay airfare pr mileage and lodging costs for interviewees who live a minimum of 150 miles from Salt Lake City.
4.2 The City may pay airfare or mileage and lodging for professional position interviewees who live more than 150 miles from Salt Lake City, only with the approval of the department director.
5. Relocation Expense Reimbursement
5.1 The city may pay reasonable and customary relocation expenses as determined by the Chief Administrative Officer, when such payment is necessary to hire prospective employees. See relocation procedures and form.
5.2 Relocation allowances shall be reimbursed only in accordance with the City’s Relocation Procedure.
5.3 Relocation allowances shall not exceed $15,000 without prior consultation with the City Council.
5.4 Employees who voluntarily leave City employment within two years shall reimburse the City on a prorated basis for reimbursement of relocation expenses. Reimbursement may also be required for employees who are terminated “for cause,” in accordance with City City’s Relocation Procedure.
See relocation procedures and form.
6. Modified Duty
6.1 The City may provide modified duty assignments for employees who are injured on the job and are unable to perform their regular job duties.
6.2 Injured employees who are on restricted duty status must accept a modified duty assignment if one is available. Employees who refuse a modified duty assignment may be subject to disciplinary action and suspension of Worker’s Compensation benefits. 6.3 Modified duty assignments are terminated if an employee refuses a modified duty assignment, is released to regular duty by his/her physician, or receives an award for permanent partial impairment.
7. Termination
7.1 City employees may be terminated for the following reasons:
A. Cause: employees may be terminated for cause in accordance with the City’s Standards of Conduct and Disciplinary Guidelines policies;
B. Failure to pass a probationary period: at the supervisor’s discretion, employees may be terminated during their probationary period, as defined in union agreements, compensation plans, job descriptions, written agreements, or Civil Service Rules and Regulations;
C. Resignation or retirement: termination occurs when an employee chooses to leave his/her position;
D. At-will positions: at-will employees may be terminated at the discretion of the appointing official.
E. If the City has no contact with an employee for three (3) working days, the City will consider the employee to have abandoned his or her job and resigned, in the absence of extenuating circumstances.
CURRENT REFERENCES:
Worker's Compensation policy
Disciplinary Guidelines policy
Fair Labor Standards Act
Human Resource Management procedures
Employee compensation plans
Bargaining Unit Memoranda of Understanding
Human Resources benefits documents
CFR 29 1910.134
Center for Disease Control Strategic Plan on TB
Alcohol and Drugs policy
Relocation Procedure
PRE-1995 REFERENCES:
City policy 4.01.102
4.01.200
4.01.202
4.01.203
4.01.204
4.01.308
4.01.400
4.01.502
4.02.203
4.03.100
4.05.100
4.06.100
EFFECTIVE DATE: October 1, 1995
DATE APPROVED BY CABINET: September 6, 1995
Revised: March 13, 1996
April, 2002: bargaining Unit Memorandum of Understanding
July 9 2004: inclusion of Executive Order on Non-Discrimination
Effective Date of Current Revision (Date Signed by Mayor): July 18, 2007
( 7.1 E changed to three working days from five)