UPEA Blog

2023 MACU Scholarship

UPEA seeks applications for

2023 Scholarship Opportunities

The 2023 Mountain America Credit Union Scholarships are financial awards based on skill, scholastic ability, community service, and future career plans. Three (3) applicants will be awarded $1,000 scholarships in March and invited to attend a recognition banquet in the fall.

Only members of both Mountain America Credit Union and UPEA, their spouses, and/or their dependents are eligible. Individuals that have been awarded this scholarship within the past two years are not eligible. This two-page application must be completed by the student. All applications must be received or postmarked by 5:00 p.m. on Friday, March 10.


REQUIRED DOCUMENT CHECKLIST:

  • Completed application form
  • Scholastic transcripts
  • Essay
  • ACT/SAT scores (if available)

Please mail your completed application packet to:
UTAH PUBIC EMPLOYEES ASSOCIATION
Attn: Valerie Marin
1000 W. Bellwood Lane
Murray, Utah 84123

Or email your completed application and supporting documents
to Valerie at valerie@upea.net.

In addition to this form, applicants must attach the following documents:

  1. Scholastic transcripts listing grades for the last three reporting periods at your high school/college. If available, please include your ACT/SAT scores.
  2. A written summary, no more than 300 words, explaining how the student meets the judging criteria (skill, scholastic ability, community service and employment plans) and why he/she wishes to receive the scholarship.

Your application will be scored according to the following rubric:

  • 25%—Scholastic ability
  • 25%—Demonstration of interest and skills in one or more areas outside of school
  • 25%—Demonstration of active participation in community service
  • 25%—Demonstration of defined future career plans

The Utah Public Employees’ Association and Mountain America Credit Union membership requirement is verified before applicants are considered for scholarships. Incomplete applications are not considered. Students enrolled in correspondence courses are not eligible.

2023 Bill Tracker

2023 Legislative Bill Tracker

BILL NUMBERTITLEDESCRIPTIONSPONSORUPEA POSITION
HB41
Utah Retirement System RevisionsThis bill amends the Utah State Retirement and Insurance Benefit Act (the Act). This bill authorizes the docketing of an abstract of a final administrative order with the court for purposes of creating a lien and other collection remedies against a person who owes money under the Act; clarifies whose decision triggers the time period for a person to request a review of a decision related to a benefit, right, obligation, or employment right under the Act; updates terminology to reflect defined terms; creates review and compliance requirements for an individual receiving a long-term disability benefit; and makes technical and conforming changes.Rep Brooks/Sen HarperMonitor
HB104
Modifications to Public Safety RetirementThis bill modifies requirements related to retirement from a public safety or firefighter retirement system. This bill reduces the length of the period of separation for postretirement reemployment of a retiree from a public safety system or a firefighter retirement system; provides the circumstances that constitute a separation from employment for purposes of being eligible for postretirement employment; schedules the termination of the reduced period of separation but requires legislative review before termination; modifies the years of service and increases the multiplier for purposes of calculating the retirement allowance provided to a member of the New Public Safety and Firefighter Tier II hybrid retirement system; and makes conforming changes.Rep Gwynn/Sen BrambleSupport
HB105
Public Employee Disability Benefits AmendmentsThis bill amends the Public Employees' Long-Term Disability Act. This bill establishes a three-year pilot period during which an eligible employee with a mental objective medical impairment qualifies for the same disability benefit as the eligible employee would receive for a physical objective medical impairment; creates review and compliance requirements for an individual receiving a disability benefit; and makes technical and corresponding changes.Rep King/Sen BrambleSupport
HB125
Postretirement Reemployment AmendmentsThis bill modifies the postretirement reemployment restrictions for a retiree who was a public safety service employee or a teacher. This bill defines terms; provides the circumstances under which a retiree who was a public safety service employee or a teacher immediately before retirement may be reemployed with a participating employer within the one-year separation period without cancellation of the retiree's retirement allowance; and makes technical and conforming changes.Rep BirkelandMonitor
HB126
Postretirement Reemployment ModificationsThis bill modifies the postretirement reemployment restrictions for a retiree who was a public safety service employee or a teacher. This bill defines terms; allows a retiree who was a public safety service employee or a teacher to be reemployed with a participating employer within the one-year separation period if the retiree does not earn more than $35,000 per year in postretirement reemployment; applies an inflation adjustment to the earnings limitation; and makes technical and conforming changes.Rep BirkelandMonitor
HB135 1st Sub
State Holiday AmendmentsThis bill modifies provisions related to legal state holidays. This bill modifies state holidays and leave days; requires the Division of Human Resource Management to establish rules governing paid time off and associated compensation for state employees required to work on legal holidays; requires the governor to determine which state offices and services will be closed and unavailable to the public on legal state holidays; and requires the governor to provide methods for the public to access state services on a legal state holiday, where practicable.Rep Thurston/Sen BuxtonSupport
HB167 1st Sub
State Child Care Pilot ProgramThis bill addresses on-site child care for state employees. This bill defines terms; allows an agency to establish an on-site child care center for the benefit of the agency's employees; requires a child care provider that operates an on-site child care center to maintain liability insurance coverage; allows an agency to charge a reasonable fee for the use of the agency's facility as an on-site child care center; provides for agency consultation in establishing an on-site child care center; and provides that the state is not liable for civil damages resulting from the operation of an on-site child care center.Rep Matthews/Sen EscamillaSupport
HB177 1st Sub
State Hospital AmendmentsThis bill creates the State Mental Health System Commission. This bill defines terms; creates the advisory State Mental Health System Commission (commission); directs the commission to evaluate and make recommendations about the state's mental health system and model; requires the Department of Health and Human Services and the Division of Integrated Healthcare to work with the commission; requires the commission to submit the commission's recommendations in a written report to certain legislative committees; and provides a repeal date for the commission.Rep Hawkins/Sen BrambleMonitor
HB241
Labor Union AmendmentsThis bill amends provisions governing public employers and labor organizations. This bill prohibits a public employer from deducting union dues from a public employee's wages, except in certain circumstances; prohibits using public money or public property to assist, promote, or deter union organizing or administration; prohibits a public employer from compensating a public employee for union activities; requires a labor organization to provide the number of members in the labor organization upon request of a public employer; defines terms; and makes technical and conforming changes.Rep TeuscherOppose
HB241
Labor Union AmendmentsThis bill amends provisions governing public employers and labor organizations. This bill prohibits a public employer from deducting union dues from a public employee's wages, except in certain circumstances; prohibits using public money or public property to assist, promote, or deter union organizing or administration; prohibits a public employer from compensating a public employee for union activities; requires a labor organization to provide the number of members in the labor organization upon request of a public employer; defines terms; and makes technical and conforming changes.Rep TeuscherOppose
HB374 2nd Sub
County Sheriff AmendmentsThis bill repeals provisions regarding a county sheriff's role and duties in interlocal agreements for law enforcement services, police local districts, and police interlocal entities. This bill establishes a repeal date for provisions governing the content of interlocal agreements for law enforcement services involving a county; and establishes a repeal date for provisions governing the role of a sheriff in police local districts and police interlocal entities.Rep Teuscher/Sen CullimoreMonitor
HB377 1st Sub
Prison Health Care Services Retirement AmendmentsThis bill modifies membership provisions of the public safety retirement systems to include certain employees of the Department of Health and Human Services. This bill provides the circumstances under which an employee who was employed by the Department of Corrections and now is an employee of the Department of Health and Human Services shall continue to earn public safety service credit in the public safety retirement systems; and makes technical changes.Rep Acton/Sen OwensSupport
HB379
State Employee Incentive AmendmentsThis bill addresses the use of certain unexpended appropriations. This bill defines terms; and allows an executive branch agency to use appropriated funds for one-time employee incentive expenses, if the Legislature appropriated the funds for a full-time employee position; and the executive branch agency was unable to fill the full-time employee position before the end of the fiscal year, despite best efforts.Rep MatthewsSupport
HB412 2nd Sub
State Employment RevisionsThis bill modifies provisions relating to state employment. This bill provides for certain career service employees to make a voluntary election to convert to career service exempt status; modifies a provision relating to the responsibilities of the director of the Division of Human Resource Management; modifies definitions applicable to a pay-for-performance management system; allows a state independent entity to choose to participate in a pay-for-performance plan under a pay-for-performance management system; establishes a schedule AY position as a career service exempt position; provides for employees in a schedule B career service status position who have not completed probation to become career service exempt employees if the position is changed to a schedule AY position; and modifies provisions related to employee salary ranges.Rep ChristoffersonOppose
HB466 2nd Sub
Office of the Attorney General Employment AmendmentsThis bill modifies provisions relating to employees of the Office of the Attorney General. This bill modifies provisions relating to the career service status of employees of the Office of the Attorney General; provides that employees hired after a specified date may not be given career service status; provides for certain employees to voluntarily elect to convert to a position with career service exempt status; authorizes the attorney general to adopt a policy for a review process for an employee in a career service exempt status who is recommended to be suspended, demoted, or dismissed; requires the attorney general to adopt a pay for performance plan and provides for the features of a plan; and makes technical changes.Rep ChristoffersonOppose
HB479
Corrections Task ForceThis bill creates the Corrections Task Force; includes a sunset date; and makes technical and conforming changes.Rep BurtonMonitor
HB521
Correction Officer AmendmentsThis bill modifies provisions relating to the designation and duties of officers within the Department of Corrections.Rep BurtonMonitor
HB533
State Pay Plan AmendmentsThis bill amends provisions related to state pay plans. This bill defines terms; and requires the division director of the Division of Human Resource Management to
• establish specialized state pay plans for transportation technicians in the Department of Transportation that include certain information about salary range, qualifications, training, performance evaluation, and promotion; and
• include recommendations on funding and salary increases for transportation technicians in the division director's annual compensation plan to the governor.
Rep MatthewsSupport
SB11
Retirement Fiscal Note RequirementsThis bill modifies the duties of the Office of the Legislative Fiscal Analyst. This bill directs the Office of the Legislative Fiscal Analyst to include specified additional information in the fiscal estimate for each proposed bill that changes retirement benefits for public employees.Sen Fillmore/Rep BrooksSupport
SB21
Retirement and Independent Entities AmendmentsThis bill clarifies which entities are considered independent entities for purposes of the Independent Entities Code; adds the Public Service Commission to the list of independent entities and authorizes the commission to participate in coverage under the Risk Management
Fund; allows the Retirement and Independent Entities Committee to meet at certain times to review draft legislation that is in the committee's purview; requires the committee to review certain entities to determine whether an entity should be treated as an independent entity;
amends the committee's duties concerning studying retirement issues; provides for the return of an independent entity's unspent appropriations to the state in certain circumstances; repeals a provision exempting the Utah Housing Corporation from study by the committee; and makes technical and conforming changes.
Sen Harper/Rep BrooksMonitor
SB22
State Employee Benefits AmendmentsThis bill creates the State Employee Benefits Advisory Commission. This bill defines terms; creates the State Employee Benefits Advisory Commission; describes the commission's membership, quorum requirements, duties, and other requirements; establishes reporting requirements for the commission; provides a sunset date for the commission; and makes technical and conforming changes.Sen Fillmore/Rep BrammerSupport
SB89
Utah Retirement AmendmentsThis bill modifies the provisions relating to an employer match of employee contributions to a retirement savings account. This bill requires an employer to automatically enroll a newly hired benefit-eligible state employee to make a biweekly contribution to a Utah Retirement Systems 401(k) retirement savings account in an amount equal to the amount that is eligible for an employer match; and allows an employee to modify the automatic enrollment, including:
• opting out of automatic enrollment;
• changing the amount of a contribution;
• changing the Utah Retirement Services retirement savings account into which the contribution is made.
Sen Harper/Rep StrattonMonitor
SJR5
Budgeting Changes to State Retirement ContributionsThis resolution modifies duties of the Executive Appropriations Committee related to retirement contributions. This resolution directs the Executive Appropriations Committee to set aside any savings from each reduction in the amortization rate and, when the total set aside money reaches a specified threshold, include the amount in the base budget as an increase to benefitted state employee salaries.Sen Fillmore/Rep GwynnMonitor
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CONTACT US:

801-264-8732

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:

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