Salt Lake County yesterday increased the pay of many hourly lower-grade employees.
This increase was supported by Mayor Jenny Wilson who emphasized the importance of living wages for dedicated employees who are committed to Salt Lake County.
Recently Salt Lake County did a comprehensive review of our pay structure. The county evaluated positions on a case-by-case basis, particularly focusing on those in the lowest grades. Our revised approach now ensures that pay is not only tied to the job grade but also reflects the individual’s experience and contribution to the county.
Mayor Wilson said, “Some time ago, I advocated for, and the Council approved, a $15 living wage as the lowest hourly rate for any County worker. Today, we added to those wages, bumping up the pay of those that were impacted by that action.” This action applies to 180 employees.
In addition to acknowledging the high cost of living today, the Mayor also emphasized the importance of competitive wages as a crucial tool for recruitment and retention of talent.
“Ensuring our employees are fairly compensated is not just about maintaining competitiveness; it’s about respect and recognition of their invaluable contributions,” Mayor Wilson stated. “We cannot be part of the problem of persisting low wages. By offering salaries that allow our employees to more economic freedom, we ultimately save taxpayer dollars by reducing turnover and the high costs associated with rehiring and training.”
The Mayor pointed out the inequities created by the increase to a $15/hr. minimum wage in 2022, which did not address disparities for those in the lowest grades. The adjustments, as proposed, aim to resolve these inequities, and bring internal salaries in line with market rates.
Salt Lake County Council Chairperson, Laurie Stringham says, “Recently Salt Lake County did a comprehensive review of our pay structure on a case-by-case basis, particularly focusing on those in the lowest grades. Our revised approach now ensures that pay is not only tied to the job grade but also reflects the individual’s experience and contribution to the county.
Key Salary Adjustments:
- A budget adjustment of $124,044 to address the inequities for grades 8-10, where employees, regardless of experience levels, start at the same $15/hr.
- Rectifying internal equity issues within the Flood Control positions, including a budget adjustment of $18,832. This follows the restructuring in Public Works Operations, which moved the minimum starting wage to $20/hr.
- Addressing discrepancies among IT Software Engineers, with a proposed adjustment of $109,151. This move is crucial as the turnover rate in this department will be exceeding the countywide rate since 2019.
The total budget adjustments amount to $252,027, an investment the Mayor believes is essential for the sustainability and effectiveness of the county’s workforce.
“Fair compensation is not just a financial issue; it’s a moral imperative,” Mayor Wilson added. “Our public employees, from those who drive our snowplows to our IT specialists, deserve a living wage. It’s time we align our practices with this principle.”
