UPEA Position – HB 104, State Employment Amendments

The UPEA Board of Directors met to discuss the Career Service System Follow-Up Audit and the Governor’s proposed budget, which has been given to the legislature for consideration.  As UPEA board members we want to inform you about legislation that may have a significant impact on employees.

During the upcoming legislative session, UPEA will track House Bill 104, State Employment Amendments, sponsored by Representative Christofferson (R-Lehi), which proposes to reduce the number of CAREER SERVICE employees by offering supervisors an incentive to transition to AT-WILL status. The UPEA Board of Directors opposes any proposal to diminish the career service system.

There are certain aspects of HB 104 that UPEA supports, such as improving the grievance process and implementing a pay-for-performance structure.  While we support most items in the bill, we formally oppose the component that removes the CAREER SERVICE status for any public employee.

UPEA based this decision on the follow-up audit from the Office of the Legislative Auditor General.  Please click here for the complete report. The updated audit outlines several concerns:

  • In 2010, House Bill 140 changed the law by reducing the steps and timelines of the grievance process to give agencies the ability to resolve grievances at the department level.  The updated report identifies an “increase in dismissals of career service employees, whose dismissal rates are now similar to those of non-career service employees.”

  • The 2010 audit recommended the Department of Human Resource Management (DHRM) provide training for managers.  The follow-up audit indicates this recommendation was not implemented or only partially implemented.

  • Currently, there is no consistent, agency-wide training for managers.  The follow-up report states, “management training has increased, but it does not include performance management training for supervisors or annual refreshers.”

  • There is not a way to track whether the Utah Performance Management (UPM) system is currently being used by managers.

UPEA’s concern is that DHRM did not follow the guidelines in the original 2010 audit.  As a result, managers and supervisors have not received the proper training to successfully perform the most critical aspect of their jobs – employee supervision.

The UPEA Board believes the recommendations from the original and follow-up audit reports should be implemented before changing the career service system. Both reports provide a clear narrative of the career service system benefits, such as:

  • “Some supervisors in Utah may believe that elements of the career service system, such as the grievance process, hinder the removal of poor-performing employees.  The data gathered from 2017 to 2021 show only a small number of poor-performing employees who filed grievances.”

  • Only 30% of managers have received some form of management training.

  • Only 16% of employees have performance plans in the UPM system.

The follow-up audit is highly critical of DHRM for not implementing a management training and tracking system.

On a related note, the Governor released his budget recommendations for the upcoming fiscal year.  In his proposal, Governor Cox states, “At-will employment leads to more efficient management and a stronger focus on performance.”  UPEA opposes this statement.

The Governor’s budget includes significant salary increases for state employees including targeted funding for employees below market.  We are optimistic about these proposals and will work throughout the session to highlight these needs.

Please stay engaged with UPEA during the legislative session. As a board, we would like to thank you for your membership and hope you will encourage your coworkers to join us.


UPEA State Board and Officers

UPEA Executive Director

2022 Bill Tracker

2022 Legislative Bill Tracker


HB0012Public Safety Retirement Amendments
This bill modifies requirements related to retirement from a public safety or firefighter retirement system.
Gwynn, M.In ProgressSupport
HB0023First Responder Mental Health Services Amendments
This bill creates a grant program for mental health resources for first responders.
Wilcox, R.In ProgressSupport
HB0057Government Records Access Amendments
This bill modifies provisions of the Government Records Access and Management Act related to electronic records.
Stoddard, A.In ProgressTracking
HB0061Post-Retirement Reemployment Amendments
This bill modifies the postretirement reemployment restrictions for a retiree who was a public safety service employee or a teacher.
Birkeland, K.In ProgressTracking
HB0066Public Employees Insurance Plan Amendments
This bill requires PEHP to discontinue the preferred network for the state risk pool.
Dunnigan, J.In ProgressTracking
HB0070Public Safety Disability Benefits Amendments
This bill modifies long-term disability coverage provisions of the Utah State Retirement and Insurance Benefit Act.
Gwynn, M.In ProgressSupport
HB0073Post Certification Amendments
This bill allows the council to take certain action if a peace officer violates minimum use of force standards; and makes technical changes.
Stoddard, A.In ProgressTracking
HB0089State Employee Cost Cutting Reporting Initiative
This bill creates the State Employee Cost Cutting Reporting Initiative.
Seegmiller, T.In ProgressTracking
HB0104State Employment Amendments
This bill enacts and amends provisions related to the employment and management of state personnel.
Christofferson, K.In ProgressTracking


SB0008State Agency and Higher Education Compensation Appropriations
This bill supplements or reduces appropriations otherwise provided for the support and operation of state government for the fiscal year beginning July 1, 2022 and ending June 30, 2023.
Ipson, D.In ProgressSupport
SB0015Department of Government Operations
This bill amends provisions relating to the Department of Government Operations.
Millner, A.In ProgressTracking
SB0024Utah Retirement Systems Amendments
This bill modifies the Utah State Retirement and Insurance Benefit Act.
Harper, W.In ProgressTracking
SB0040Utah Protection of Public Employees Act Amendments
This bill amends the Utah Protection of Public Employees Act.
Thatcher, D.In ProgressTracking
SB0045Department of Health and Human Services Amendments
This bill implements the reorganization of the Department of Health and Human Services.
Anderegg, J.In ProgressTracking
SB0046Medical Cannabis Patient Protection Amendments
This bill amends protections for medical cannabis patients, including public employees.
Thatcher, D.In ProgressSupport
SB0063Bereavement Leave Amendments
This bill requires state and local governments to provide bereavement leave for employees who experience a miscarriage or stillbirth.
Harper, W.In ProgressSupport
SB0096Correctional Officer Eligibility Amendments
This bill removes the prohibition for 19-year-olds to work as correctional officers for the Department of Corrections.
Iwamoto, J.In ProgressSupport
SCR001Concurrent Resolution Authorizing State Pick Up of Public Safety & Fire Fighter Employee Retirement Contributions
This concurrent resolution increases the employer pick up of certain employee contributions required for state employees who are eligible for and participate as members in the New Public Safety and Firefighter Tier II Contributory Retirement System.
Harper, W.In ProgressSupport


PendingRetirement & Independent Entities Base BudgetDunnigan, J.RequestedTracking
PendingNatural Resources, Agriculture, & Environmental Quality Base BudgetBarlow, S.RequestedTracking
PendingExecutive Offices & Criminal Justice Base BudgetActon, C.RequestedTracking
PendingSocial Services Base BudgetPendingRequestedTracking
PendingHigher Education Base BudgetGrover, K.RequestedTracking
PendingBusiness, Economic Development & Labor Base BudgetMcKell, M.RequestedTracking
PendingInfrastructure and General Government Base BudgetWilson, C.RequestedTracking
PendingNational Guard, Veteran Affairs, & Legislative Base BudgetStevenson, J.RequestedTracking


PendingState Agency Administrative Authority AmendmentsLyman, P.RequestedTracking
PendingPublic Employee Investigation RecordsCommittee billRequestedTracking
PendingPaid Leave ModificationsWeiler, T.RequestedTracking
PendingDisability Benefit AmendmentsKing, B.RequestedTracking
PendingBudgetary Procedures Transparency AmendmentsDailey-Provost, J.RequestedTracking

Celebrate the Holidays with UPEA on December 8

Join us for our annual HOLIDAY OPEN HOUSE at the UPEA office on
Wednesday, December 8 from 11:00am-1:00pm.

Our office is located at 1000 W Bellwood Ln, Murray. Members and non-members are welcome to stop by for food, treats, and prizes to celebrate the season! 
If you have questions, please contact Kendle Zdunich
at 801-264-8732 ext. 209 or kendle@upea.net.

Whirlwind Tour Fosters Support and Membership in UPEA

In the spring and summer of 1985, the Utah Public Employees’ Association launched the first “Whirlwind Tour”, with the aim to publicize UPEA goals and show appreciation for public employees. Over the 45-day tour, UPEA staff held 82 presentations, traveled more than 4,000 miles, and recruited 252 new members, averaging 5.6 new members per day.

After multiple pandemic-related delays, UPEA staff members were finally able to set out on an homage to the original Whirlwind Tour. The objective was the same; to share UPEA’s goals and appreciation for Utah’s public employees in agencies all over the state. UPEA staff designed retro-themed Whirlwind Tour t-shirts and swag to hand out at every stop along the way. Current staff members, consisting of UPEA Executive Director Todd Losser, and Employee Representatives Kendle Zdunich, Hannah Gorski, and Sam Unruh, hit the road August 9, 2021.

In the first week of the tour, staff traveled through Price, Moab, Blanding, Kanab, St. George, Hurricane, Cedar City, Panguitch, Richfield, Gunnison, Mount. Pleasant and ended the week with a final stop in Nephi. Staff originally set a goal to recruit 100 new members over the course of the tour, calling it the “Road to 100” initiative. Following the tremendous success of the first week, the recruitment goal was increased to 200 new members.

On August 17, the staff dedicated a full day to the Salt Lake Valley Local Government District, starting early at Salt Lake County Public Works and ending the day at the Salt Lake Valley Landfill.

The next full week of the tour began on September 27. Staff traveled through Roosevelt, Vernal, Heber and Midway on Monday; Spanish Fork, Salem, Provo, Orem, American Fork and Nephi on Tuesday; and Ogden, Logan, Brigham City, and Clearfield on Wednesday.

The final week of the tour took place all over the Salt Lake Valley. Staff visited offices on North Temple and in downtown Salt Lake City, Taylorsville, Murray, Sandy, Draper, West Valley City and all the way out to Tooele. Over 12 days of the 2021 Whirlwind Tour, UPEA staff held events at 100 agency locations, traveled 2,198 miles, and signed up 252 new members, recruiting an average of 21 new members per day

A special thank you to the district leadership and members who helped UPEA staff schedule events, reserve rooms, pick up food, and bring their nonmember coworkers. It would not have been such a success without your help!

Catch up on the Whirlwind Tour highlights on UPEA’s Instagram or listen to the PEP Squad discuss their favorite moments on the podcast. If you’re a UPEA member and haven’t received your 2021 Whirlwind Tour t-shirt, contact our office at 801-264-8732.

Draft Legislation May Impact Career Service System Protections

At the conclusion of the legislative session in March 2021, Representative Christofferson (R-Lehi) formed a workgroup to discuss Governor Cox’s vision to modernize the state employee workforce.  The workgroup included representatives from the Governor’s Office of Planning & Budget, the Department of Government Operations, the Department of Human Resource Management, the Utah State Auditor’s Office, Legislative Research & General Counsel, and UPEA.

The workgroup met in April to discuss career service, performance management, supervisor/manager training, compensation, and streamlining the current grievance process. The UPEA State Board gave input regarding the lack of funding, pay increases, training, high turnover, recruitment and retention of quality employees, and the difficulty of competing with other agencies and public employers.


Based upon the recommendations from the UPEA task force, the UPEA State Board made a motion to formally support a performance-based compensation model, mandatory training for managers and supervisors, and streamlining the current grievance process.  The State Board endorses these recommendations centered on the fact they will have an empowering and positive effect on state employees.

However, UPEA continues to express concern about eliminating career service protections for supervisors.  On September 15, 2021, the State Board sent a letter to Governor Cox asking for his position regarding “at will” and career service employment.  The letter stated, “These protections are in place to protect against political influence, safeguard fair hiring and termination practices, and preserve an employee’s ability to grieve an adverse job action.”

Jon Pierpont, Chief-of-Staff for Governor Cox, replied to the letter and stated that the Governor “understands that these discussions are central in the lives of many thousands of employees working on behalf of Team Utah and wants to communicate that our administration will continue to work alongside [UPEA] collaboratively and in good faith.  We know that the work being done is helping to modernize our workforce and deliver a strong employee value proposition to our workforce. As this bill develops and the conversation continues, our senior representatives will carry forth the governor’s collaborative spirit, making sure to keep us apprised of developments continuously.”


Representative Christofferson made a presentation to the Government Operations Interim Committee on October 20, 2021, and outlined his draft legislation to give supervisors the option to move from Schedule B (career service) to Schedule A (at-will).  The option will be a voluntary election for current supervisors – new supervisors will be hired solely as Schedule A employees.

UPEA Executive Director Todd Losser testified on behalf of the State Board and provided the following statement:

“On behalf of the UPEA State Board of Directors I would like to thank Rep. Christofferson, and the other participants in the workgroup, for their time and effort in discussing and recognizing the importance of public employees. UPEA has been involved with the workgroup for several months.  UPEA also created an internal task force that conducted an in-depth overview of pay for performance, the grievance process, training, and career service.  We look forward to providing additional input as we work through the final details of this bill.”

UPEA will continue to provide updates on the status of this bill including communication between the UPEA State Board and Representative Christofferson.  It is important to remember that any potential legislation is considered a work in progress and UPEA will remain part of this process.

UPEA President, Dennis Kay, Encourages Members to Take Action

As a Utah state employee, you are going to see decisions made in the next four months that will affect you, your job, your family, and your lifestyle. You can help make those decisions positive and helpful for you and other state employees. You owe it to yourself to have a relationship with the elected officials who represent you. As they get to know you, they will value your expertise and input.

The Utah Legislature is going to hear proposals regarding your salary, health insurance, retirement, and career service status. If you have not already established a relationship with your legislators, now is the time to introduce yourself.

Your legislators need to know who you are. They need to know what you do to help Utah and its many government entities fulfill their responsibility to the citizens of Utah. They need to know what you do to help make the quality of life better for all of us who live here.

In addition, they need to know what they can do to help you better fulfill your responsibilities. They need to know how they can help you to be able to do a better job for the people in your communities. They need to know what you think about changes they are considering.

Click here for suggestions on effectively communicating with your state senator and representative, or review video tutorials from the previous session.

UPEA Lobbyists Emphasize the Need for Increased Compensation

The important work of putting together Utah’s budget for the 2023 fiscal year is underway, as legislators meet with various stakeholders throughout Utah, and interim committees meet to discuss potential legislation for the 2022 session.

Over the past year, UPEA lobbyists are emphasizing the need to increase compensation for public employees. UPEA representatives have been meeting regularly with DHRM and state legislators to address the severe compression impacting employee morale, recruitment, and retention across all state agencies.

Utah public employees have proven their dedication and resilience during the COVID-19 pandemic and continue to provide outstanding services to the citizens of Utah despite ongoing challenges. Due to high turnover and low recruitment, employees are taking on new positions and workloads to provide these critical services. Employees should be recognized in the form of a generous pay increase.

Governor Spencer Cox released his proposed budget Tuesday, December 7, 2021. The governor’s recommendations include a 3.5% salary increase for state employees, funding for the projected 6.7% health insurance increase and continuity of the 401(k) match ($26 a pay period match for employees). Additionally, the Governor’s budget proposed funding over $12 million for targeted pay increases for below-market positions. UPEA believes that targeted position funding is the most effective way to make a tangible impact.

The legislature will convene on January 18 for the 2022 General Session. UPEA will continue to prioritize employee compensation throughout the 45-day session and lobby to secure funding for the 3.5% COLA and recommended targeted compensation. 

Rules Corner – Understanding Your Personnel File

Your personnel file includes employment documents, such as your job description, annual personnel evaluations, and if applicable, record of any disciplinary actions you’ received.  Your employer may refer to personnel files when considering promotions or disciplinary action. To ensure accuracy, it is important to be aware of which records are in your file.

As a public employee, you are entitled to review your personnel file. Utah State Code 67-18-1, grants you the “right to examine and make copies of documents in [your] own personnel files.” If you want to look at your personnel file, you must request so with your agency’s human resources representative. A human resources representative or designee will be present when you examine your file. If you want to make copies of anything in your file, we suggest keeping the copies at your home.


  • Familiarize yourself with the records and documentation included.
    • Copies of your annual performance evaluations
    • Copy of your job description, classification, pay range, etc.
    • Copy of any disciplinary action
  • Confirm your professional accomplishments have been documented.
    • Promotions
    • Educational accomplishments (degrees, certifications, continued education, etc)
    • Rewards and recognitions
    • Staff development opportunities
  • Ensure accuracy.
    • The agency should not place anything in your file without notifying you. If you receive any disciplinary action, you should have been made aware previously when given a notice of intent to discipline.
    • If you file a grievance related to a disciplinary action and the action is reduced or overturned, documents related to the original action should be rescinded and not included in your personnel file.
    • If you become aware of an inaccurate item in your file, according to DHRM Rule R477-2-5(5), you “may request corrections, amendments to, or challenge any information.” To dispute records or make corrections to your file, a written request must be sent to management.

If you have any questions or concerns about your personnel file and how to access it, reach out to your UPEA representative or call the office at (801)-264-8732.

SLCo Council Considers Mayor Wilson’s Budget Recommendations

UPEA representatives attended the Salt Lake County Council Work Session on October 26, 2021, to participate in the first budget workshop of the season. At the meeting, an HR representative presented Mayor Jenny Wilson’s proposed budget recommendations, including:

    • 2% pay structure adjustment, 2.75% merit adjustment, and $15/hr. minimum living wage
      • Structural and merit adjustments are administered separately. The structure increase happens first as it is a foundational change, and then the merit increase is applied.
      • The mayor’s office is considering multiple proposals on how to implement the $15/hr. minimum living wage if approved.
    • Premium rate hold, $0 Telehealth copay, fertility benefits, wellness incentive, tuition reimbursement, and childcare
      • The current contract the county has with Creative Learning Academy ends 1/15/22. The mayor’s office will be issuing an RFP for a short-term extension of the contract so they can allow for study of other options.
      • The mayor’s presentation includes the following to consider in the childcare study process:
        • Expect large increase in costs (10% or more based on current market conditions
        • Potential need for additional locations
        • Work from home impact
        • Serve more employees – currently limited ability to support employees with this benefit
          • Currently subsidizing 46 employees / 64 children at $6,300 per month
        • Investigate additional dependent care options such as elder care

During their discussion on compensation recommendations, council members showed support for funding increases for employees, but uncertainty on how to distribute them. Council members expressed concerns about across-the-board adjustments, favoring increased merit adjustments in the future. It was addressed that these policy decisions should be discussed in the long term and not rushed during this budget season.

Following discussion, council members voted to adopt the benefit package as recommended by the mayor. The motion passed with four county council members voting in opposition. The budget process is ongoing; conversations continue for how to distribute a compensation increase for employees.

UPEA representatives have been in discussions with Mayor Wilson’s office and Salt Lake County Council members. Support for Mayor Wilson’s proposed budget— $12 million be distributed to employees as a 2% structural pay adjustment across the board and a 2.75% merit pay increase for those with a performance rating of 3 and above—is growing. Although support is growing, the final budget has not been passed and UPEA continues to advocate for the mayor’s proposed budget including redlined employees receiving increases as a lump-sum bonus.

Salt Lake County Councilmember, Aimee Winder Newton, presented the following Leg Intent on Performance Pay at the County Council Work Session on November 16, 2021:  

“It is the legislative intent of the Salt Lake County Council to support a new performance pay plan that would incentivize and reward high employee performance. It is the Council’s intent to revise policy to no longer provide an across-the-board merit adjustment to all employees who scored 3 or higher on their performance evaluation. The County Council will only provide funding for merit increases in the 2023 budget to those departments and offices that can adequately demonstrate a pay for performance methodology that distributes increases to employees based upon their performance evaluations, and which rewards higher performing employees with greater merit increases. The County Council will work with Human Resources to build a program and revise HR policy, as needed, in order to effectuate these changes in a systematic, rational, and fair manner throughout the County. Other compensation measures will also be examined as we look for the best way to attract and retain hard-working employees.”

UPEA will work with the mayor’s office and councilmembers to make sure employees’ voices are heard during the transition from the current pay structure to a more enhanced pay for performance structure.

If you have questions about the budget, contact employee representative Hannah Gorski at hannah@upea.net or 801-264-8732 ext. 216

Public Employee Salute Honors Dedication to Service

The Utah Public Employees’ Association (UPEA) is proud to participate in the Public Employee Salute Program.  The idea for the program originated in 1999, when a past UPEA executive director noticed that KSL Radio had a special segment to recognize Utah teachers.  The segment is commonly known as the “Teacher Feature.”  However, there was no feature recognizing Utah’s public employees.  The following year, the UPEA and Mountain America Credit Union Public Employee Salute program began.

The following individuals have been nominated and recognized with the
Public Employee Salute for their hard work for the state of Utah.


Tyler Rutner is an Environmental Health Scientist with the Salt Lake County Health Department. He has been helping other employees by doing extra Temporary Food inspections. The division of food protection has had many employees retire and leave employment during the past year. Tyler has been proactive in training the 4 new inspectors. He also helped a food establishment get free paint by referring them to HHW when they did not have money to buy supplies to fix their floors and walls. Thank you, Tyler, for going above and beyond to protect public health!

Dr. Jenny Pedersen has been an audiologist with the Utah Department of Health’s Children with Special Healthcare Needs (CSHCN) Bureau since 2013. Providing public health audiology is a passion of hers and although the CSHCN Clinics lost their funding and closed in 2015, Dr. Pedersen still provides hearing screening services at community health centers and tele-audiology assessments for infants in rural Utah. She also serves as the Early Hearing Detection and Intervention Hearing Aid Programs Coordinator, managing the Children’s Hearing Aid and Hearing Aid Recycling Programs, helping families in need. Dr. Pedersen has established excellent community partnerships and frequently meets with the legislature, advocating for children who are Deaf or Hard-of-Hearing. She is an incredible asset to the Utah Department of Health and a respected member of the pediatric audiology community. Dr. Pedersen has a kind heart and is an amazing public employee, providing the BEST service, always with a smile.


Neil Opperman is an Environmental Health Scientist with the Salt Lake County Health Department. He has gone the extra mile during the COVID-19 pandemic. At the start of the pandemic, Neil was contract tracing six days a week, 10-12 hours a day. Even while working long hours, he always had a smile on his face. Neil’s friendly and calm demeanor makes him a pleasure to work with. Neil currently works in food protection and has performed all the plan reviews and preopening inspections for food establishments at the airport. Thank you, Neil, for going above and beyond in your assignments and working hard to protect public health.

Sergeant Parm Patrick exemplifies what it means to be a Correctional Sergeant with the Utah Department of Corrections. Sergeant Patrick is always willing to answer questions, provide training, and teach staff members about aspects of the job. He creates a warm and inviting environment for all staff and facilitates weekend events so each employee can feel a part of the corrections team. Sergeant Patrick also officiates sporting events in the community and volunteers all year round, specifically during the holidays with fund raising and Angel Tree donations. Thank you, Sergeant Patrick, for being a role model to everyone.


Joe Herrera, a District Permits Officer for Region 2 of the Utah Department of Transportation, moved through the permits department from blue stakes locator to permits inspections. Joe took charge after the small amount of training that was given to him and stepped up to oversee several contractors each day. He is always willing to work the needed nights or weekends or answer emergency work call outs. Thank you, Joe, for being proactive in keeping those in right of way to wear proper safety attire and keep active traffic control and lane closures to protect workers and traveling public.

Sherri Pitts has been working as a Purchasing Agent for nearly 31 years at the Central Utah Correctional Facility. She shows extraordinary competence while performing her tasks. Sherri saves the state thousands of dollars every year by putting inmate food items out for second market bid even though it’s more difficult and time consuming. Sherri is recognized for being excellent at her job, knowing the ins and out of FINET and can handle any problem that arises. She is very helpful in answering questions, has made training templates for CUCF in FINET and shows patience while guiding and developing the skills of a new employee. Thank you, Sherri, for being an asset to CUCF and the state of Utah.


Jake Serago, an engineer for the Utah Division of Water Resources, is a brilliant water modeler. He takes complex water systems and creates a virtual water model that replicates what we see in the real world. His models allow water planners to model “what-if” scenarios and make better decisions for the state’s water future. Jake considers factors and variables that other modelers might overlook, caring about getting input from all sides of an issue. Jake is recognized for being positive, upbeat, and a friendly and sincere person. He cares about improving his office, the state, and the entire planet. Thank you, Jake, for always looking for ways to improve air quality, reduce use of plastics, and use limited water supplies wisely.

Julie Armstrong is recognized for her work for the Utah Department of Health’s Division of Medicaid and Health Financing. She provides education and support to employees, Medicaid members and providers, and key stakeholders. She always ensures that the information being requested is complete, concise, and understood by all parties involved. Julie has a knack for finding things that aren’t working well and providing well thought out suggestions to improve efficiencies within her own team, in addition to key stakeholders for Medicaid. Thank you, Julie, for your commitment to serving the Medicaid population and taking pride in the team you are a part of.

Stephanie Hofeling is a dedicated employee of the Department of Human Services Division of Juvenile Justice Services. She is recognized for working harder than anyone on her graveyard shift. Her coworkers want her to know how much she truly means to her team. Thank you, Stephanie, for your dedication and service to the state of Utah.  

Mary Morales is the Community Resource Liaison for Department of Workforce Services in Davis County. She is responsible for making connections with community partners and developing resources for customers in need. She has created a Clothing Donation Closet where she provides interview clothing for customers, has worked to create a resource for kids needing glasses and supplies to go back to school, and developed a connection with the Victim Advocate Office to help families experiencing homelessness. She also works with a countless number of other advocacy groups. Mary touches the lives of everyone she works with and is an integral part of her work team. Thank you, Mary, for being a hero in the community. 

Thank you all for your dedication to the citizens of Utah!
Click here to nominate an outstanding employee for recognition in the Public Employee Salute.