2023 Bill Tracker

2023 Legislative Bill Tracker

In Process
State Employment AmendmentsBirkeland, K.Tracking
Utah Retirement AmendmentsHarper, W.Support
State Employee Benefits AmendmentsFillmore, L.Support
Public Employee Disability Benefits AmendmentsKing, Brian S.Support
Modifications to Public Safety RetirementGwynn, M.Support
Postretirement Reemployment ModificationsBirkeland, K.Tracking
Labor Union AmendmentsRep. Teuscher, JOpposed
State Agency and Higher Education Compensation AppropriationsSpendlove, R.Tracking
State Hospital AmendmentsHawkins, J.Tracking
In ProcessPublic Retirement Withdrawal AmendmentsHarper, W.Tracking
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1000 W. Bellwood Lane

Murray, UT. 84107

June Interim – Compensation Study

June Interim

Total Compensation Study

Representatives from the Division of Human Resource Management (DHRM) reported that state employee base salaries continue to fall behind the market according to results from the 2021 Total Compensation Study performed by Arthur J. Gallagher & Co.

On June 14, 2022, The Retirement and Independent Entities Interim Committee reviewed the 2021 study results indicating that state employee total compensation, which includes healthcare and retirement benefits in addition to base salary, is “possibly misaligned” with market competitiveness – meaning the State’s compensation levels vary 10-15% above or below the market average. 

The study found that the state’s average annual salary has fallen 14.4% below market. While the state’s benefit package remains competitive with the market average, the relatively low base salary rate leads to possible misalignment, especially for those in the Tier 2 retirement program.

Based on these results, Gallagher recommended the state focus on addressing salaries for positions in which pay is 15% or more below market.  Because the state is more competitive when it comes to benefits and leave accrual, the state may consider “rebalancing total compensation value composition to ensure competitiveness from a base pay perspective while maintaining a competitive position with respect to benefits value.”

During the 2022 General Session, the legislature approved the largest total compensation package in over 15 years, which included funding for “Discretionary and Targeted Compensation Increases” to address below market positions. The legislature has asked DHRM to conduct a follow-up study to determine how this FY23 funding will impact the state’s competitiveness in the current market.

Candidate Endorsement Tracker

2022 Primary Election

Candidate Endorsement Tracker

The Citizen Action by Public Employees (CAPE) Committee endorses political candidates and organizes political activities for UPEA. The committee is made up of UPEA members who volunteer their time to interview and endorse public employee-friendly candidates for the upcoming election cycle. The CAPE Committee ensures that public employees have a voice and are represented in the political process.

The CAPE Committee interviews candidates about their position on issues important to public employees including compensation and benefits, retirement, healthcare, and the privatization of government jobs.  Candidates‘ responses are evaluated to determine whether they align with UPEA’s lobbying efforts for public employees. If the candidate is an incumbent, their voting record on public employee issues is also considered.  After the formal interview process and discussion, the CAPE Committee members vote to determine if CAPE will endorse a candidate or remain neutral in a specific political race.

UPEA believes it is important to endorse and elect public employee-friendly candidates. These individuals determine and establish pay and benefits.  Through the power of voting, public employees can influence who will represent them on crucial issues.

The candidates listed below have been endorsed by the CAPE Committee for the General Election on Tuesday, November 8th 2022.  This list will be updated continuously to reflect any changes as the election cycle progresses.

DistrictEndorsed Candidate
House 3Dan Johnson
House 5Rep. Casey Snider
House 6Rep. Matthew Gwynn
House 7Rep. Ryan Wilcox
House 10Rosemary Lesser
House 19Rep. Ray Ward
House 20Rep. Melissa Ballard
House 21Rep. Sandra Hollins
House 22Rep. Jen Dailey-Provost
House 23Rep. Brian King
House 24Rep. Joel Briscoe
House 25Rep. Angela Romero
House 26Rep. Elizabeth Weight
House 27Rep. Clare Collard
House 31Rep. Karen Kwan
House 33Rep. Doug Owens
House 34Rep. Carol Spackman Moss
House 35Rep. Mark Wheatley
House 36Rep. Jim Dunnigan
House 37Rep. Ashlee Matthews
House 40Rep. Andrew Stoddard
House 41Rep. Gay Lynn Bennion
House 42Rep. Robert Spendlove
House 43Rep. Steve Eliason
House 45Rep. Susan Pulsipher
House 46Rep.
Jeff Stenquist
House 48Rep. Katie Olsen
House 54Rep. Nikki Ray Pino
House 58Rep. Keven Stratton
House 61Rep. Marsha Judkins
House 64Rep. Jefferson Burton
House 65Rep. Douglas Welton
House 67Rep. Christine Watkins
House 70Rep. Carl Albrecht
DistrictEndorsed Candidate
Senate 6Sen. Jerry Stevenson
Senate 11Sen. Daniel Thatcher
Senate 12Karen Mayne
Senate 14Stephanie Pitcher
Senate 28Evan Vickers

UPEA 2022 Scholarship Recipients

2022 Scholarship Recipients

The Utah Public Employees’ Association is excited to announce the winners of the 2022 scholarships sponsored by Mountain America Credit Union. This is the 15th year that UPEA has offered these scholarships, and the nominees are only getting more impressive.

Selections are based on academic achievement, community service, future plans, and skills or hobbies outside of school. UPEA sought to find three well-balanced individuals who will use the $1,000 awards to further their careers and continue to serve their communities. UPEA appreciates the service provided by public employees and hopes that these scholarships serve to ensure that the next generation embraces that commitment to public service. 

After reviewing the applications, UPEA had a hard time narrowing the nominee pool down to three. One extraordinary applicant stood out in ways the normal qualifications did not consider. The Association felt this candidate deserved recognition, and Mountain America was generous enough to offer an additional $500 scholarship to the 4th candidate.

Tennille Miller is an advanced standing graduate student at Utah State University. She is pursuing her Master of Social Work while working for the Division of Child and Family Services on the Transition to Adult Living team. Tennille has volunteered with The Village Run, the Lehi Drill Team, and the Riley Foundation. Tennille is passionate about supporting teens in foster care and difficult life situations, she plans to become a therapist for adolescents after she graduates.

Serena Nstalintshali is a senior at Olympus High School and will attend the University of Utah to study Biochemistry. She maintained a 4.0 grade-point average (GPA) throughout high school while exploring her passion in drawing, training to become a medical assistant at the Granite Technical Institute, and volunteering at Millcreek Elementary where she tutors in art and assists students with their STEM projects. Serena hopes to pursue a career as a physician assistant.

Blake Sullivan is currently serving a religious mission in Tucson, Arizona and plan to attend Utah State University to pursue a degree in mechanical engineering. Blake graduated from Alta High School with a 4.0 GPA and was ranked #1 in his class. In high school, Blake competed on the school’s swim team and served the community by organizing food donations and installing dog waste stations on a local hiking trail. After obtaining his bachelor’s degree, Blake plans to earn a Master’s in Business Administration.

Travis Dimick served as an officer for the Department of Corrections for 23 years before retiring in 2021. Since then, Travis enrolled at SLCC to pursue a degree in mortuary science and obtain his license as a funeral director. He finished his first semester with a 3.8 GPA and earned spot on the honor roll.  Travis has served in his local church congregation and volunteered in various capacities for UPEA. Travis is passionate about helping families during their time of grief and hopes to run his own funeral homes in the future.

A Message from UPEA President, Dennis Kay

“UPEA successfully secured so many wins during Utah’s 2022 Legislative Session – I’d like to tell you the story of just one of those…”

A Message from UPEA President, Dennis Kay

UPEA successfully secured so many wins during Utah’s 2022 Legislative Session – I’d like to tell you the story of just one of those wins.

During the 2020 election season, UPEA became aware of a campaign to do away with the Career Service System in the State of Utah.  This has been an ongoing issue in state government for over a decade.  During this time the legislature, DHRM, and other state departments have acted, and in many cases, not acted on suggestions to improve employee pay, training, and performance – these instances were later identified in the 2021 Follow-up Audit to the State’s Career Service System.

In 2010 the legislature passed HB 140, Human Resource Management Amendments, which in part, directed the State of Utah to provide management training for supervisors in the executive branch. This bill also provided direction for employee pay increases to award successful job performance. In general, these directives from the legislature were not followed.

In the 12 years since HB 140 passed, UPEA has advocated for this policy and provided suggestions on how to best implement the provisions of HB 140. Those who work for the state know that implementation has, in large part, not been done. There have been some exceptions where UPEA has been able to help legislators pass bills to help some public employees – In those cases, UPEA has been able to help construct applicable legislation and funding. 

During the 2021 Legislative Session, Representative Christofferson offered his solution in HB 280, State Employment Amendments. This bill proposed re-establishing a pay plan for employees. It also required all newly assigned supervisors and managers to be career service exempt employees.  Long story short, this bill did not pass. 

UPEA started working with Representative Christofferson and other stakeholders to improve the bill over the interim. Representative Christofferson introduced HB 104,  State Employment Amendments, at the start of the 2022 Legislative Session. Through the initial weeks of the session, UPEA continued to lobby for grievance protection, pay for performance incentives, and management training to be included in the bill, despite consistent pushback from the Division of Human Resource Management.

UPEA members contacted their legislators, asking them to support the UPEA inspired protections in the bill. UPEA staff, legislative consultants, and members all contributed to the Association’s lobbying efforts. After several substitute bills were proposed, 3rd Substitute House Bill 104 passed the legislature with numerous employee-friendly improvements, including language to implement a pay for performance plan and guardrails for Schedule AX employees. Click here for a full recap of HB 104.

There is still so much work to be done, the goal has not yet been reached. UPEA staff, consultants, officers, Board of Directors, and Advisory Council are constantly working on a plan to achieve those goals.

– UPEA President, Dennis Kay

HB 104 – Frequently Asked Questions

Frequently Asked Questions

UPEA worked diligently with stakeholders in drafting, revising, and passing 3rd Sub. HB 104, State Employment Amendments.  UPEA staff will continue overseeing the implementation of the bill and relay important information to members as agencies adapt. In order to ensure eligible employees are able to make an informed decision about forfeiting their Career Service Status, we have compiled some of the most frequently asked questions surrounding the transition to Schedule AX and implementation of HB 104.

Schedule B, or Career Service, employees can utilize the grievance process to address workplace concerns through their chain of command, up to the agency head. In certain situations, employees have the opportunity to take their case to the Career Service Review Office.

Schedule AX employees are career service exempt and may be terminated for any reason that doesn’t violate state or federal law.

An individual in a supervisory position that requires the regular supervision and performance evaluation of an employee, is eligible to opt into Schedule AX.

Eligible employees have from July 1, 2022, to June 30, 2023, to elect to transition to Schedule AX. Employees must fill out the electronic form provided by DHRM prior to June 30, 2023, in order to receive the 5% incentive.

Schedule B employees have access to protections under the Career Service System, including due process rights, fair hiring and firing, and access to the Career Service Review Office following certain disciplinary actions. The Career Service Review Office provides evidentiary hearings for Schedule B employees who feel their disciplinary action is unfair or unwarranted.

No, when an employee submits their intent to forfeit their Schedule B status, the 5% incentive will be effective immediately. The incentive will not be backdated to account for previous pay periods.

The 5% will be ongoing even if an employee is in longevity.

Yes, if a Schedule B employee voluntarily moves to a Schedule AX position, they will forfeit their Schedule B status.

Yes, if you are moved involuntarily by management, you will not become Schedule AX in your new position.

For existing Schedule B employees, any move to at-will employment must be through attrition or voluntarily forfeiture of career service protections. To UPEA’s knowledge, there are no efforts to immediately move in that direction for all state employees. However, those promoted or hired into a supervisory position classified as Schedule AX, will automatically be “at will”.

No, electing Schedule AX will not harm your retirement or other benefits. The accrual rate and multiplier for Tier I and Tier II retirement systems will remain the same.

On May 5, 2022, the deadline to file a grievance will be reduced from 30 working days to 10 working days. Please call the UPEA office at 801-264-8732 if you need to file a grievance.

UPEA will be meeting frequently with agency directors and the Division of Human Resource Management over the coming year in order to answer more questions about the various provisions of the bill. We will send out periodic communication to keep our members apprised. 

Please contact your UPEA representative with specific questions.

Todd Losser

UPEA Executive Director

Kendle Zdunich

Marketing & Communications Manager

Sam Unruh

Employee Relations Representative

Jessica Bruner

Employee Relations Representative

Michael Ferro

Employee Relations Representative

Resolutions Sought for 2022 Policy and Platform

Resolutions Sought for 2022 Policy & Platform

The Resolutions Standing Committee has issued a call for resolutions to be considered for inclusion in UPEA’s Policy and Platform.  The following items must be included on each resolution form:

  • Who is submitting the resolution? 
    Resolutions can be submitted by a district, a committee, or by a group of at least 10 UPEA members.  A resolution form should include signatures.
  • Who is the contact person?
    The resolution form must include the name and telephone number of an individual who can be contacted with questions.

Click here to view and print a blank resolution form. Resolutions must be submitted or postmarked no later than June 30, 2022. The Resolutions Committee will not consider resolutions received after this date.

Resolution forms can be submitted to angie@upea.net or mailed to the UPEA Office:

Attn:  Resolutions Committee
1000 Bellwood Lane
Murray, UT  84123-4494

UPEA Seeks Nominations for Second Vice President

Second Vice President Nominations

Qualified nominees must submit a letter of endorsement from their respective districts to the UPEA Board of Directors by May 5, 2022.

UPEA is seeking nominations for Second Vice President. The successful candidate will serve one year as Second Vice President, one year as First Vice President, one year as President, and one year as Immediate Past President.

To be considered a candidate for Second Vice President a nominee must be a dues-paying member of UPEA for at least one (1) year before the nomination. Qualified nominees must submit a letter of endorsement from their respective districts to the UPEA Board of Directors by Thursday, May 5, 2022. Nominations will not be accepted for members who have served as Immediate Past President during the past year.

A Primary Election will be held if more than two qualified candidates are nominated for Second Vice President.  The Primary Election will be held from September 1 – October 1, 2022.  Ballots will be counted on October 7, 2022.  A General Election will be held from November 1 – December 1, 2022.  Ballots will be counted on December 7, 2022. 

The Second Vice President serves as chair of the UPEA Resolutions Committee and officially represents the Board of Directors as a voting member of the CAPE Committee. The First Vice President serves as chair of the UPEA Legislative Committee, which oversees the association’s legislative activity throughout the year. The President oversees the Board of Directors, Officers, and Advisory Council. The Immediate Past President serves as chair of the UPEA Nominations Committee and officially represents the Board of Directors as a voting member of the CAPE Committee.

Please submit nominations and district letters of endorsement to Angie Mann at angie@upea.net or at the UPEA offices located at 1000 West Bellwood Lane, Murray, UT, 84123.  If you have any questions, please contact Angie at (801) 264-8732.