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First Substitute H.B. 13

Senator Ron Allen proposes the following substitute bill:





Sponsor: DeMar Bud Bowman

             6      This act modifies the Personnel Management Act by repealing the Human Resource
             7      Advisory Committee. This act makes conforming changes consistent with the repeal of the
             8      committee. This act modifies provisions governing position classification grievances.
             9      This act affects sections of Utah Code Annotated 1953 as follows:
             10      AMENDS:
             11          67-19-3, as last amended by Chapter 192, Laws of Utah 1996
             12          67-19-31, as last amended by Chapter 136, Laws of Utah 1995
             13      REPEALS:
             14          67-19-6.5, as last amended by Chapter 213, Laws of Utah 1997
             15      Be it enacted by the Legislature of the state of Utah:
             16          Section 1. Section 67-19-3 is amended to read:
             17           67-19-3. Definitions.
             18          As used in this chapter:
             19          (1) "Agency" means any department or unit of Utah state government with authority to
             20      employ personnel.
             21          (2) "Career service" means positions under Schedule B as defined in Section 67-19-15 .
             22          (3) "Career service employee" means an employee who has successfully completed a
             23      probationary period of service in a position covered by the career service.
             24          (4) "Career service status" means status granted to employees who successfully complete
             25      probationary periods for competitive career service positions.

             26          (5) "Classified service" means those positions subject to the classification and
             27      compensation provisions of Section 67-19-12 .
             28          [(6) "Committee" means the Human Resources Advisory Committee created by this
             29      chapter.]
             30          [(7)] (6) "Controlled substance" means controlled substance as defined in Section 58-37-2 .
             31          [(8)] (7) "Department" means the Department of Human Resource Management.
             32          [(9)] (8) "Disability" means a physical or mental disability as defined and protected under
             33      the Americans with Disabilities Act, 42 U.S.C. Section 12101 et seq.
             34          [(10)] (9) "Employee" means any individual in a paid status covered by the career service
             35      or classified service provisions of this chapter.
             36          [(11)] (10) "Examining instruments" means written or other types of proficiency tests.
             37          [(12)] (11) "Executive director," except where otherwise specified, means the executive
             38      director of the department.
             39          [(13)] (12) "Market comparability adjustment" means a salary range adjustment
             40      determined necessary through a market survey of salary ranges of a reasonable cross section of
             41      comparable benchmark positions in private and public employment.
             42          [(14)] (13) "Probationary employee" means an employee serving a probationary period in
             43      a career service position but who does not have career service status.
             44          [(15)] (14) "Probationary period" means that period of time determined by the department
             45      that an employee serves in a career service position as part of the hiring process before career
             46      service status is granted to the employee.
             47          [(16)] (15) "Probationary status" means the status of an employee between the employee's
             48      hiring and the granting of career service status.
             49          [(17)] (16) "Total compensation" means salaries and wages, bonuses, paid leave, group
             50      insurance plans, retirement, and all other benefits offered to state employees as inducements to
             51      work for the state.
             52          Section 2. Section 67-19-31 is amended to read:
             53           67-19-31. Position classification grievances -- Scope -- Procedure.
             54          (1) (a) For the purpose of position classification grievances, the process that culminates
             55      in assigning a career service position to an appropriate class specification is a matter of position
             56      classification and may be grieved.

             57          (b) The process that culminates in assigning a salary range to the class specification is not
             58      a position classification and may not be grieved as a classification grievance.
             59          (2) (a) Upon receipt of a position classification grievance, the director shall refer the
             60      grievance to a classification panel of three or more impartial persons trained in state classification
             61      procedures.
             62          (b) The classification panel shall determine whether or not the classification assignment
             63      for career service positions was appropriate by applying the statutes, rules, and procedures adopted
             64      by the department that were in effect at the time of the classification change.
             65          (c) The classification panel may:
             66          (i) obtain access to previous audits, classification decisions, and reports;
             67          (ii) request new or additional audits by department or agency personnel analysts; and
             68          (iii) consider new or additional information.
             69          (d) The classification panel may sustain or modify the original decision and, if applicable,
             70      recommend a new classification.
             71          (e) The classification panel shall report its recommendation to the director, who shall make
             72      the classification decision and notify the grievant.
             73          (3) (a) Either party may appeal the director's decision to an impartial hearing officer trained
             74      in state classification procedures selected through a public bid process by a panel consisting of the
             75      following members:
             76          (i) the executive director of the Department of Human Resource Management;
             77          (ii) two department executive directors;
             78          (iii) [the chairman of the Human Resources Advisory Committee] a private sector human
             79      resources executive appointed by the governor; and
             80          (iv) a representative of the Utah Public Employees Association.
             81          (b) The successful bid shall serve under contract for no more than three years. At the end
             82      of that time, the Department of Human Resource Management shall reissue the bid.
             83          (c) The hearing officer shall review the classification and make the final decision. The
             84      final decision is subject to judicial review pursuant to the provisions of Section 63-46b-15 .
             85          Section 3. Repealer.
             86          This act repeals:
             87          Section 67-19-6.5, Human Resources Advisory Committee created -- Responsibilities.

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