Total Compensation Bulletin: FY25

Sequence of Actions Effective on June 22, 2024

Salary actions effective on June 22, 2024, will be processed according to the following sequence:

1. Labor Market Increase: "COLA (Cost of Living Adjustment)"

2. URS Retirement Tier II Salary Enhancements: "ASI-Legislative Approval"

3. Pay for Performance Increases: "ASI-Pay for Performance"

More information about these salary actions is found below - both in this section and in other sections of this bulletin.

Labor Market Increase (SB 8)

The legislature provided funding equivalent to a 3% labor market increase for state employees as follows:

• The 3% labor market increase will be administered to all non-judicial officer employees.

• Salary ranges for non-judicial officer jobs will increase by 3%.

• The salary increase will go into effect on June 22, 2024 and will appear on employee paychecks beginning with the July 19, 2024 pay date.

• For additional information about the pay cycle, please visit this link to review the pay period schedule.

Pay for Performance (SB 8)

The legislature approved funding for Pay for Performance increases for state employees.

• Employees at the maximum salary range or above the maximum salary range are also eligible to receive an increase.

• Additional information about this year's administration of pay for performance can be found here.

Judicial Officer Compensation (SB 8)

The legislature approved funding to provide increases for judicial officers. Details are as follows:  

• Each year, the legislature determines the compensation of district, juvenile, and appellate court judges and justices of the Supreme Court in an appropriations act as governed by UCA §67-8-2. The 3% labor market increase that was approved for state employees does not apply to judicial officers.

• "The Legislature intends the salary for a District Court judge for the fiscal year beginning July 1, 2024, and ending June 30, 2025, shall be $213,900. The Legislature intends that other judicial salaries shall be calculated in accordance with the formula set forth in UCA Title 67 Chapter 8 Section 2 and rounded to the nearest $50."

  • • • Therefore: District Court Judge FY25 salary: $213,900

      • Juvenile Court Judge FY25 salary: $213,900 (100% of District Court Judge salary)

      • Appellate Court Judge FY25 salary: $224,600 (105% of DCJ salary rounded to nearest $50)

      • Supreme Court Justice FY25 salary: $235,300 (110% of DCJ salary rounded to nearest $50)

Court Commissioner Compensation

• Each year, the Judicial Council determines the salary of court commissioners as a part of the annual budget process, and no later than the month of June so that any changes can be processed for the new fiscal year beginning in July. The 3% labor market increase that was approved for state employees does not apply to court commissioners.

• Once finalized, the Judicial Council's decision regarding Court Commissioner salary is memorialized in meeting minutes found on the Council's website.

**IMPORTANT** The Office of the Guardian ad Litem (GAL) budget is its own separate line item, and GAL employee compensation is administered independently by the GAL Director. Specific questions about GAL employee compensation should go to the GAL Director.

HB 75 Paid Leave Modifications (effective 5/1/24) - This bill addresses paid leave for certain state employees, which includes non-judicial officer employees of the judicial branch. With respect to parental leave: 

• • • • Clarifies that to be eligible for parental leave, an individual must be a state employee at the time the qualifying event occurs.

      • Clarifies that to be eligible for parental leave, a state employee must use parental leave to bond with a child or an incapacitated adult with whom the employee is assuming a parental role.

      • Makes parental leave available to an eligible state employee who fosters a child.

      • With respect to postpartum recovery leave, it clarifies that a state employee may use postpartum recovery leave to recover from a childbirth that occurs at 20 weeks or greater gestation.

SB 174 Safe Leave Amendments (effective 1/1/25) - This bill establishes safe leave as a form of paid leave available to certain state employees, which includes non-judicial officer employees of the judicial branch. It requires managers to allow an employee described above to use up to one week of paid safe leave per calendar year under certain conditions for a reason related to:

• • • • The employee having been the victim of domestic violence, sexual assault, stalking, or human trafficking.

      • The employee's immediate family member having been the victim of an incident described above.

• Employer HSA Contribution Changes: The annual HSA contributions will increase as follows. All other HSA contribution amounts will remain the same.

  • • • • • STAR HSA Plan: Single $1,037.28 (was $909.36)

          • Consumer Plus Plan - Summit Network only

Single: $1,973.52 (was $1,824.72)

Double: $3,972.24 (was $3,649.68)

Family: $4,089.36 (was $3,649.68)

• 2024 HSA Limits Increased: These contributions follow a calendar year.

  • • • • • $4,150 single

          • $8,300 double/family

If you choose the STAR HSA or Consumer Plus plans and are not eligible for a health savings account (HSA), your employer contribution will be deposited into an HRA instead.

An HRA is an employer-paid fund that reimburses you for qualified medical expenses for you and your dependents. However, unlike with an HSA, you can’t make personal contributions to an HRA. Funds rollover year-to-year, however, if you leave employment there is only a three-year period to spend the funds or they are forfeited. Check with your employer on how much and how often they contribute to the HRA. For more information about FLEX$, HSAs, or HRAs, call 801- 366-7503 or 800-753-7703.

Lastly, the HRA is NOT eligible for the cash conversion options available for HSAs.