Chief Sponsor: Norman K. Thurston

Senate Sponsor: Daniel W. Thatcher

6     Cosponsor:
7     Travis M. Seegmiller


10     General Description:
11          This bill amends provisions related to certain municipal employees and to hiring
12     principles for certain state government employees.
13     Highlighted Provisions:
14          This bill:
15          ▸     clarifies which municipal employees are subject to certain conditions of
16     employment;
17          ▸     precludes the Department of Human Resource Management from requiring a
18     minimum educational requirement for employment, except where educational
19     qualifications are legally required to perform the duties of the position;
20          ▸     requires the Department of Human Resource Management to:
21               •     consider comparable experience or ability as equal to education when
22     determining a candidate's satisfaction of minimum qualifications, with specific
23     exceptions;
24               •     ensure that job descriptions and job postings are based on the skills and
25     competencies required to perform each job; and
26               •     create supporting materials that may be used by a political subdivision that
27     chooses to implement competency-based hiring principles; and

28          ▸     makes technical and conforming changes.
29     Money Appropriated in this Bill:
30          None
31     Other Special Clauses:
32          None
33     Utah Code Sections Affected:
34     AMENDS:
35          10-3-1105, as last amended by Laws of Utah 2012, Chapter 321
36          67-19-3.1, as last amended by Laws of Utah 2010, Chapter 249

38     Be it enacted by the Legislature of the state of Utah:
39          Section 1. Section 10-3-1105 is amended to read:
40          10-3-1105. Municipal employees -- Duration and termination of employment --
41     Exceptions.
42          (1) (a) Except as provided in Subsection (1)(b) or (2), each employee of a municipality
43     shall hold employment without limitation of time, being subject to discharge, suspension of
44     over two days without pay, or involuntary transfer to a position with less remuneration only as
45     provided in Section 10-3-1106.
46          (b) Subsection (1)(a) does not apply to an employee who is discharged or involuntarily
47     transferred to a position with less remuneration if the discharge or involuntary transfer is the
48     result of a layoff or reorganization.
49          (2) Subsection (1)(a) does not apply to:
50          (a) subject to Subsection (3), a person appointed by the mayor, city manager, or other
51     person or body with the power to appoint in the municipality if:
52          (i) the appointment is made in writing;
53          (ii) the person's written job description identifies the person's position as exempt from
54     the protections described in Subsection (1)(a); and

55          (iii) the position is described in an ordinance as exempt from the protections described
56     in Subsection (1)(a);
57          (b) a member of the municipality's police department or fire department who is a
58     member of the classified civil service in a first or second class city;
59          (c) a person who holds a position described in Subsections (2)(c)(i) through (xii) or an
60     equivalent position designated in a municipal ordinance or personnel policy:
61          (i) a police chief of the municipality;
62          (ii) a deputy or assistant police chief of the municipality;
63          (iii) a fire chief of the municipality;
64          (iv) a deputy or assistant fire chief of the municipality;
65          (v) a head of a municipal department or division;
66          (vi) a deputy [of a] head of a municipal department or division;
67          (vii) a superintendent;
68          (viii) a probationary employee of the municipality;
69          (ix) a part-time employee of the municipality, including paid call firefighters;
70          (x) a seasonal or temporary employee of the municipality;
71          (xi) a person who works in the office of an elected official; or
72          (xii) a secretarial or administrative assistant support position that is specifically
73     designated as a position to assist an elected official or the head or deputy head of a municipal
74     department;
75          (d) an individual appointed to a position under Part 9, Appointed Officials and Their
76     Duties, including:
77          (i) the city engineer;
78          (ii) the city recorder;
79          (iii) the city treasurer; or
80          (iv) the city attorney; or
81          (e) an employee who has:

82          (i) acknowledged in writing that the employee's employment status is appointed or
83     at-will; or
84          (ii) voluntarily waived the procedures required by Section 10-3-1106.
85          (3) In addition to the persons described in Subsections (2)(b) through (e), a
86     municipality may appoint up to 5% of the municipality's workforce in accordance with
87     Subsection (2)(a).
88          (4) Nothing in this section or Section 10-3-1106 may be construed to limit a
89     municipality's ability to define cause for an employee termination or reduction in force.
90          Section 2. Section 67-19-3.1 is amended to read:
91          67-19-3.1. Principles guiding interpretation of chapter and adoption of rules --
92     Merit principles.
93          (1) The department shall establish a career service system designed in a manner that
94     will provide for the effective implementation of the following merit principles:
95          (a) recruiting, selecting, and advancing employees on the basis of their relative ability,
96     knowledge, and skills, including open consideration of qualified applicants for initial
97     appointment;
98          (b) providing for equitable and competitive compensation;
99          (c) training employees as needed to assure high-quality performance;
100          (d) retaining employees on the basis of the adequacy of their performance and
101     separating employees whose inadequate performance cannot be corrected;
102          (e) fair treatment of applicants and employees in all aspects of human resource
103     administration without regard to race, color, religion, sex, national origin, political affiliation,
104     age, or disability, and with proper regard for their privacy and constitutional rights as citizens;
105          (f) providing information to employees regarding their political rights and the
106     prohibited practices under the Hatch Act; and
107          (g) providing a formal procedure for advancing grievances of employees:
108          (i) without discrimination, coercion, restraint, or reprisal; and

109          (ii) in a manner that is fair, expeditious, and inexpensive for the employee and the
110     agency.
111          (2) The career service system described in Subsection (1) may not prescribe a
112     minimum educational requirement for employment, except when a minimum educational
113     qualification is legally required to perform the duties of the position.
114          (3) As part of the career service system described in Subsection (1), the department
115     shall:
116          (a) consider comparable experience or ability as equal to education in determining a
117     candidate's satisfaction of minimum qualifications, except when a minimum educational
118     qualification is legally required to perform the duties of the position; and
119          (b) ensure that position descriptions and job postings published by agencies for career
120     service positions are based on the specific skills and competencies required to perform those
121     jobs.
122          (4) Within existing resources, the department shall create supporting materials that may
123     be used by a political subdivision that chooses to implement competency-based hiring
124     principles that are the same as or similar to those principles described in Subsections (2) and
125     (3).
126          [(2)] (5) The principles in [Subsection] Subsections (1) through (3) shall govern
127     interpretation and implementation of this chapter.