EMPLOYEE MERIT RESOLUTION AND RULES (2024-08-07).PDF

EMPLOYEE MERIT SYSTEM RESOLUTION AND RULES R-1 
Revised 08/07/2024 
 
MARICOPA COUNTY EMPLOYEE MERIT SYSTEM RESOLUTION AND 
RULES 
 
SECTION 1. AUTHORIZATION 
On December 22, 1969, the Maricopa County Board authorized the creation of the Maricopa 
County Employee Merit System pursuant to A.R.S. § 11-351 through § 11-357. This Resolution 
and Rules do not apply to Employees covered by the Maricopa County Law Enforcement 
Officers’ Merit System. 
SECTION 2. ADMINISTRATION 
A. If any provision of this Resolution and Rules conflicts or is inconsistent with laws or regulations, 
federal or state laws or regulations shall apply. 
B. If any provision of this Resolution or Rules, or the application thereof, is held invalid, the 
remainder of the Resolution or Rules, or the application of such provision to other Employees 
or circumstances, shall not be affected thereby. 
SECTION 3. MERIT PRINCIPLES TO BE OBSERVED 
The Employee Merit System is based upon merit principles, free from political patronage. All 
actions affecting Classified Employee employment are based on demonstrated qualifications 
and work performance in accordance with the provisions of this Resolution and Rules. 
Discrimination in any manner by a County official, Appointing Authority, or Employee against or 
in favor of any Applicant or Employee because of race, gender, religion, color, national origin, 
age, disability, sex, sexual orientation, gender identity, including transgender status, pregnancy, 
veteran status, genetic information or any other characteristic defined by law or Board approved 
policy is prohibited. 
SECTION 4. DEFINITIONS 
The definitions below have the following meaning unless the context indicates otherwise. 
A. Appeal: A Classified Employee's written request for the Commission to review a Suspension, 
involuntary Demotion, Dismissal, or Reduction in Force. 
B. Appellant: A Classified Employee who filed an Appeal with the Commission. 
C. Applicant: A person who applied for employment. 
D. Appointing Authority: An elected official, the single administrative or executive head of a 
department, or the designated representative authorized to act in this capacity. 
E. Base Pay Rate: A pay rate exclusive of any differentials, incentives, or other compensation.

EMPLOYEE MERIT SYSTEM RESOLUTION AND RULES R-2 
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F. Board: The Maricopa County Board of Supervisors. 
G. Classified: Positions and Employees covered by the Employee Merit System Resolution 
and Rules, excludes employees on initial Probation. 
H. Commission: The Maricopa County Employee Merit System Commission. 
I. Commissioner: A member of the Employee Merit System Commission. 
J. County: Maricopa County. 
K. Demotion: A change in the assignment of an Employee to a lower pay rate. 
L. Department: A County governmental unit designated as an elected office, appointed 
department, or a special district under the annual budget for the County. 
M. Director: The Maricopa County Human Resources Director or designee. 
N. Dismissal: The involuntary separation of an Employee for disciplinary reasons, unsatisfactory 
performance, or inability to perform duties for medical reasons. 
O. Employee: A person paid a wage, salary, or stipend per County payroll official entries. 
P. Furlough: An Employee’s mandatory unpaid leave of one or more days due to a Department 
facing a budget deficit or shortfall. 
Q. Hearing Officer: A non-County Employee appointed by the Commission or its chairman to hear 
Appeals (individuals with training and knowledge of merit system principles). 
R. Job Posting: The official public notice of recruitment for a Position. 
S. Market Range Title: A title assigned to a group of Positions performing similar or related duties. 
T. Position: A specific employment, whether occupied or vacant, involving duties requiring the 
services of one person. 
U. Probation: A specified period following an Employee's employment in a Classified Position 
during which the Employee's work performance is evaluated. 
V. Promotion: The movement of an Employee to a different Position control number at a higher 
pay rate through an announced recruitment process. 
W. Reassignment: The assignment of an Employee from one Classified Position to another under 
the same Appointing Authority at a comparable salary range and Base Pay Rate. 
X. Reclassification: The assignment of a Position to another Market Range Title. The affected 
Employee is not required to serve an initial probation period. 
Y. Reduction in Force (RIF): The involuntary separation of Employees from County employment 
resulted from a decision to eliminate positions.

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Z. Resolution: The Board Resolution of December 22, 1969, that established the Maricopa 
County Employee Merit System effective January 1, 1970, and all subsequent amendments. 
AA. Respondent: The County Department against which an Appeal is filed. 
BB. Suspension: An Employee’s temporary unpaid leave for disciplinary reasons. 
SECTION 5. SERVICE 
A. County Service: Encompasses all paid employment with official entries on a County payroll. 
County service does not include persons who perform services for which payment is made 
on a fee, claim, or volunteer basis, independent contractors, patients or inmates of County 
institutions, school systems employees, Judicial Branch of Arizona Maricopa County 
employees, or Board appointed members of boards, commissions, and committees. 
B. Classified Service: Includes all County service as a Classified Employee. 
C. Unclassified Service: The Board can establish unclassified Positions within County service. 
SECTION 6. HUMAN RESOURCES DEPARTMENT 
The Director or designee: 
A. Attends Commission meetings and keeps minutes. 
B. Appoints special assistants necessary to carry out this Resolution and Rules. 
C. Acts as ex-officio clerk of the Commission for filings with the Commission and distribution of 
Commission documents. 
SECTION 7. MERIT SYSTEM COMMISSION 
A. Each Board member nominates a Commissioner from among qualified electors, subject to 
Board appointment. No more than three Commissioners can be from the same political party. 
B. Commissioners hold office for four (4) years and continue to serve until a successor is 
appointed. If the Board appoints the same Commissioners for the Employee Merit System 
and Law Enforcement Officers’ System, they follow a five (5) year term per A.R.S. § 38-
1002.C. Appointments to fill mid-term vacancies are for the term’s unexpired portion. 
C. The Board may remove Commissioners at any time. 
D. Commissioners are considered to have resigned from their appointment when they: 
1. Miss three (3) consecutive regular meetings without being excused by the Commission. 
2. Become a candidate for any elective public office except for school board and community 
college district governing boards. 
3. Accept any state, county, city, or town employment.

EMPLOYEE MERIT SYSTEM RESOLUTION AND RULES R-4 
Revised 08/07/2024 
E. The Commission elects a chairman in its first meeting of each year. 
F. Three (3) members constitute a quorum. A majority of the quorum may take legal action in 
all areas of the Commission’s duties and powers. 
SECTION 8. POWERS AND DUTIES OF THE COMMISSION 
In addition to the duties imposed elsewhere, the Commission shall serve as the independent 
personnel board for the County under A.R.S. § 38-532 (H). 
SECTION 9. COMMISSION MEETINGS 
A. The Director and Commission decide the time and place to hold meetings according to the 
Arizona Open Meeting Act (A.R.S. § 38-431 et seq,). 
B. All matters for the Commission’s consideration at a meeting are placed on an agenda. 
C. Public notice of Commission meetings are given as required by A.R.S. § 38-431.02. 
D. The Director records the Commission's official actions in its minutes and includes the meeting 
time and place, the Commissioners present, and Commissioner's approval or dissent. 
E. The minutes are presented for approval or amendment at the next Commission meeting. 
F. Following approval, the minutes (except executive session) are open to public inspection. 
SECTION 10. JOB POSTINGS AND APPLICATIONS 
A. Job Postings: Are by public notice. 
B. Applications: Must be submitted before the posted closing date. 
C. Preference Points: Applicants who are not current Employees who attain a passing score on 
a numerically scored assessment may receive preference points per A.R.S. § 38-492. 
SECTION 11. SELECTION PROCESS 
A. Minimum Qualifications: Only Applicants who meet the Job Posting’s qualifications are 
considered for Classified Positions. 
B. Temporary Waiving of Educational Requirements: Appointing Authorities may allow 
Applicants who do not meet the Position's minimum educational requirements to compete if 
they will meet the requirements before their start date. 
C. Applicants from one Job Posting may be considered for a vacancy within the same Market 
Range Title without initiating a new competitive recruitment process. 
D. Disqualification of Applicants: The County may (1) refuse to evaluate Applicants, (2) after 
evaluation, disqualify them, or (3) take steps to remove those already selected if they: 
1. Do not meet the Position’s minimum qualifications.

EMPLOYEE MERIT SYSTEM RESOLUTION AND RULES R-5 
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2. Are unfit for performance or unsafe to themselves or others in performing the Position’s 
regular duties. 
3. Made a false statement of material fact in the application process. 
4. Used, or attempted to use, political pressure or bribery to secure an advantage in the 
selection process. 
5. Directly or indirectly obtained information regarding the selection process to which 
Applicants were not entitled. 
6. Failed to apply correctly or within the prescribed time limits. 
7. Took part in the compilation, administration, or any part of the selection process for which 
they are Applicants. 
8. Previously were dismissed from County employment for cause. 
9. Were convicted of a felony or misdemeanor, which affects suitability for employment. 
10. Are charged with or under indictment for a crime that affects employment suitability. 
11. Failed to respond to correspondence or appear for an interview, or failed any phase of the 
selection process. 
12. Willfully violated the provisions of the Resolution or these Rules. 
E. Selection: Appointing Authorities: 
1. Determine the criteria used to identify Applicants for an interview. 
2. Identify Applicants most suited for the Position. 
3. Ensure the selection process is job-related, non-discriminatory, documented, and retained 
in compliance with record retention laws. 
F. Job offers are subject to post-offer, pre-employment background investigations. 
SECTION 12. PROBATIONARY PERIODS 
A. Initial Probation 
1. Except for Reclassifications, Reassignments, and Promotions within the same Department, 
Employees serve an initial Probation period upon their most recent employment into any 
Classified Position (e.g., hire, Promotion to a new Department, Demotion, or transfer). 
2. Initial Probation Duration: A minimum of twelve (12) months, which the Appointing Authority 
may extend for up to six (6) additional months. 
3. At-will: An Employee may be released from initial Probation for or without cause and has no 
Appeal rights under these Rules.

EMPLOYEE MERIT SYSTEM RESOLUTION AND RULES R-6 
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4. If, during the initial Probation period, the Employee does not meet the required performance 
standards, the Appointing Authority may: 
a) Extend the initial Probation up to six (6) months. 
b) Demote the Employee to another Classified Position within the Department for which the 
Employee qualifies. 
c) Dismiss the Employee. 
B. Promotional Probation 
1. All Classified Employees Promoted into a different Classified Position within the same 
Department serve a promotional Probation period. 
2. Promotional Probation Duration: A minimum of twelve (12) months which the Appointing 
Authority may extend for up to six (6) additional months. 
3. If during the promotional Probation period, the Employee does not meet the required 
performance standards, the Appointing Authority may: 
a) Extend the promotional Probation up to six (6) months. 
b) Return the Employee to a vacant Classified Position within the same Market Range Title 
as the Classified Position held before the Promotion. If a comparable Classified Position 
does not exists, an Employee may be Demoted into another Classified Position within 
the Department for which the Employee qualifies or be Dismissed. 
C. Probation Notifications: Employees are given written notice of the action taken by the 
Appointing Authority before the Probation period expires or the Employee is considered to have 
completed Probation. 
SECTION 13. TRANSFERS, REASSIGNMENTS, FURLOUGHS, AND REDUCTIONS IN 
FORCE 
A. Transfers: When part or all of a Department’s functions transfer to another Department, 
affected Employees are transferred at the same Base Pay Rate to the new Department 
without serving an initial Probation period. A Reduction In Force applies if the receiving 
Department does not need a particular position. 
B. Reassignments: Based on the Department’s needs, Appointing Authorities may reassign 
an Employee from one Classified Position to another at an equal or comparable salary range. 
Reassigned Employees keep their same Base Pay Rate and do not serve a Probation period. 
C. Furloughs and Reductions in Force 
1. Furloughed Classified Employees may only Appeal if they feel the Furlough was imposed 
arbitrarily and negatively impacted the Employee more than other similarly situated 
Employees in the same division and Market Range Title.

EMPLOYEE MERIT SYSTEM RESOLUTION AND RULES R-7 
Revised 08/07/2024 
2. Classified Employees may be separated from County service through a Reduction in Force 
and may only Appeal the calculation of retention points if they feel an error occurred. 
SECTION 14. SUSPENSIONS, DEMOTIONS, DISCIPLINARY ACTIONS, AND DISMISSALS 
A. Subject to A.R.S. § 11-356, Appointing Authority may discipline, suspend (not to exceed 30 
calendar days for any single cause), demote, or dismiss Classified Employees for cause to 
include but not limited to: 
1. Fraud in securing or maintaining employment. 
2. Incompetency. 
3. Inefficiency. 
4. Abuse of leave. 
5. Absence without authorized leave. 
6. Neglect of duty. 
7. Insubordination. 
8. Dishonesty. 
9. Possessing, dispensing, or being under the influence of alcohol, a narcotic, barbiturate, 
marijuana, tranquilizer, hallucinogenic, or any other drug listed in A.R.S. § 13-3401, which 
affects the suitability for continued employment, except in accordance with medical 
authorization or the lawful performance of the Employee’s regular duties. 
10. Violation of a Board authorized policy which that supports a drug-free workplace or which 
opposes substance abuse. 
11. Charged with or conviction of a criminal act that affects continued employment. 
12. Discourteous treatment of the public or fellow employees. 
13. Improper political activity as proscribed by law or this Resolution and Rules. 
14. Unlawful discrimination and discrimination prohibited by this Resolution and Rules. 
15. Misuse of government property. 
16. Violation of County or Department policies, procedures, or code of conduct. 
B. Notification: Prior to such action, Appointing Authorities provide Classified Employees a written 
statement indicating the proposed action, reason for the action, and the right to meet with the 
Appointing Authority to present why the proposed action should not be taken. Employees may 
waive the opportunity to meet and submit the reasons in writing. Employees who fail to appear 
at the meeting or to provide written reasons by the time and date of the meeting waive the 
opportunity to present why the proposed action should not be taken.

EMPLOYEE MERIT SYSTEM RESOLUTION AND RULES R-8 
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C. After allowing the Employee an opportunity to provide reasons, the Appointing Authority may 
affirm, reduce, or abandon the proposed action by providing written notice of the final decision 
to the Employee and the Director. 
1. Unless formal discipline is abandoned, the notice states that the Classified Employee has 
a right to Appeal in writing to the Commission within ten (10) calendar days from the 
delivery date of the written final decision. 
2. If the Appointing Authority increases the proposed discipline, a new notice and opportunity 
to provide reasons why the action should not be taken are provided. 
D. Initial Probation: Employees on initial Probation may be suspended, demoted, or dismissed at 
any time with or without cause and without the right of Appeal. 
E. Demotions 
1. Involuntary Demotion: Appointing Authorities may Demote Classified Employees for 
cause. 
2. Voluntary Demotion: 
a) An Appointing Authority may approve an Employee's written request to voluntarily 
Demote to another Position within the same Department. A copy of the request is 
included in the Employee’s official personnel file. 
b) Employees may apply for voluntary Demotions through a competitive recruitment. 
c) Employees cannot Appeal voluntary Demotions. 
F. Dismissals 
1. Failure to perform at a level required of the Position to meet the Department's business 
needs is cause for Dismissal when progressive or corrective steps have not resulted in 
needed improvements. Failure to perform does not imply misconduct. 
2. Inability for medical reasons is cause for Dismissal but connotes no improper conduct on 
the part of the Employee, nor does it contemplate corrective or progressive steps. 
SECTION 15. APPEALS 
A. Appeal 
1. Classified Employees may Appeal Suspensions, involuntary Demotions, or Dismissals. 
The Appeal must be in writing, state the facts upon which it is based, specify the action 
requested, and be filed with the Director (in person or electronically) no later than ten (10) 
calendar days following the personal delivery or certified mailing date of the written notice 
of the Suspension, Demotion, or Dismissal. Unless the Appeal names another 
Respondent, the Appointing Authority who initiated the appealable action is the 
Respondent. The Appeal is filed when received by the Director. 
B. Hearing Officers

EMPLOYEE MERIT SYSTEM RESOLUTION AND RULES R-9 
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1. The Commission or its chairperson may assign an Appeal to a Hearing Officer. 
2. Once assigned, Hearing Officers are the Commission’s representatives authorized to grant 
or refuse extensions of time, set such proceedings for hearing, conduct hearings, and take 
any action in connection with the proceedings that the Commission itself is authorized to 
take other than issuing the final findings of fact, conclusions of law and order. 
3. The Commission or its chairperson can withdraw an assignment and conduct the hearing 
or reassign the Appeal to another Hearing Officer. 
4. The Hearing Officer files a copy of the proposed findings and conclusions with the 
Commission within thirty-five (35) calendar days of the case being submitted for decision. 
The Hearing Officer may be requested to be present to assist and advise during the 
consideration of the case by the Commission. 
C. Hearing 
1. Time: Within twenty (20) calendar days from the Appeal’s filing, the Director and 
Commission set a hearing date. The time for the hearing may be extended with the mutual 
consent of the parties or upon good cause shown to the assigned Hearing Officer. 
2. Notice: The Director serves the Appellant and Respondent written notice of the initial 
hearing’s date, time, place, and Hearing Officer at least seven (7) calendar days before the 
hearing date. This notice is delivered personally, by certified mail, or electronically. 
3. The Commission may request the Board to issue a subpoena to compel attendance of 
any person and the production of documents relevant to the issues in the Appeal. 
4. Parties may be represented by themselves or their legal counsel or chosen representatives. 
5. The hearing is informal and technical rules of evidence do not apply to the proceedings, 
except that irrelevant, immaterial, incompetent, or unduly repetitious evidence or evidence 
protected by the rules of privilege recognized by law may be excluded. 
6. Each party has a maximum of three and one-half (3.5) hours to present their case, including 
an opening statement, direct exam, cross exam, and re-direct/re-cross of a witness, 
objections, and closing argument. Time spent on cross-examination and re-cross counts 
against the total time allotted to the party conducting the examination. The Hearing Officer 
can grant up to an additional seven (7) hours (total) of testimony. The Hearing Officer shall 
not allow testimony beyond fourteen (14) hours (total) without prior approval from the 
Employee Merit System Commission chairman or designee. All testimony at the hearing is 
recorded manually or by a recording device. 
7. Unless requested otherwise by both parties, hearings are conducted privately. Upon the 
conclusion of taking testimony, the entire proceedings become a matter of public record. 
8. An official record of the hearing, including exhibits, is made. 
D. Witnesses 
1. County Employees called as witnesses are paid their Base Pay Rate for their time.

EMPLOYEE MERIT SYSTEM RESOLUTION AND RULES R-10 
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2. Fees: Witnesses, other than Employees, when subpoenaed to attend a hearing, are entitled 
to the same fee allowed for civil cases courts of record witnesses. Witnesses subpoenaed 
by the Hearing Officer may have their fees and mileage paid by the party requesting the 
witness upon presentation of a duly executed claim against the County. 
3. Upon the Appellant's or Respondent's motion, the Hearing Officer may exclude from the 
hearing room any witnesses not at the time under examination. However, parties to the 
proceedings or their attorneys or representatives are not excluded. 
4. Depositions: At the partie’s own expense, a deposition may be taken in compliance with 
applicable state rules of civil procedure when witnesses cannot attend because they do 
not reside within the County or 100 miles of the hearing location, are out of the state, or too 
infirm. The deposition may be used as evidence by either party or the Commission. 
E. Hearing Officer Findings and Conclusions 
Both the Appellant and Respondent receive copies of the hearing offer’s findings of fact, 
conclusions of law, and recommendations and have fourteen (14) calendar days from receipt of 
the Hearing Officer's report to file written objections (not post-hearing evidence) to the report. 
The other party receives a copy of the written objections. 
F. Findings of Fact, Conclusions of Law and Order 
1. Upon receipt of the Hearing Officer's report and any written objections, the Commission 
makes written findings of fact and conclusions of law and issues an order as soon as 
practicable at a scheduled Commission meeting. 
2. A quorum majority may adopt the Hearing Officer's report, modify it, or decide the case upon 
the record, with or without taking additional evidence. 
3. The findings and decisions of the Commission are final and subject only to administrative 
review as provided in A.R.S. § 12-901 et seq. 
4. The Appellant, Respondent, or representatives designated receive a copy of the decision. 
G. Appeal Withdrawal 
The Appellant may submit a written request to the Director to withdraw an Appeal before the 
Commission’s decision. Upon receipt of the withdrawal request, the Appeal is closed, and the 
Commission takes no further action. 
SECTION 16. CODE OF ETHICS 
A. Maintaining high standards of honesty, integrity, impartiality, and conduct is essential. 
Employees’ official acts must reflect impartiality (e.g., free from any favoritism, prejudice, 
personal ambition, or partisan demands). Employees must: 
1. Be courteous, considerate, and prompt in dealing with and serving the public. Their conduct 
should not discredit or embarrass the County.

EMPLOYEE MERIT SYSTEM RESOLUTION AND RULES R-11 
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2. Observe laws and regulations governing participation in political activities and conflicts of 
interest (ARS § 38-501 et seq.). 
3. Disclose their interest in their Department’s official records and cannot participate in or vote 
for any contract, sale, purchase, or service in which they have an interest. 
4. Economically utilize, protect, and conserve County property entrusted to them.  
5. Conduct all official activities in a manner that is above reproach and free from any 
indiscretions or acceptance of gratuities or favors which cast doubt or suspicion. 
6. Notify the Appointing Authority in writing of any outside employment. 
B. Employees cannot: 
1. Use their official Position for personal gain. Public influence and confidential or "inside" 
information must never be used for personal advantage. 
2. Act in a private capacity which the public may construe as an official act, without their 
Appointing Authority’s prior written approval. 
3. Solicit or accept anything of economic value (e.g., a gift, gratuity, favor, entertainment, or 
loan) which appears to influence official conduct. This does not prohibit: 
a) Acceptance of food and refreshments of insignificant value on infrequent occasions 
during a meeting, conference, or occasion where the Employee is in attendance. 
b) Solicitation or acceptance of loans from banks or other financial institutions on customary 
terms to finance proper personal activities of the Employee. 
c) Acceptance of unsolicited advertising or promotional material such as pens, pencils, 
calendars, and other items of nominal value. 
4. Use or allow the use of County property of any kind, including property leased to the County, 
for non-official unapproved activities. 
5. Permit themselves to be under any personal obligation, which could lead any person to 
expect official favors. 
6. Report directly or indirectly to a relative (spouse, domestic partner, mother, father, sister, 
brother, son, daughter, in-laws, aunts, uncles, grandparents, grandchildren, and custodial 
person). When an Appointing Authority determines an Employee’s relative is in a reporting 
line of supervision, appropriate action is determined in consultation with the Director. 
7. Engage in outside employment or other outside activity incompatible with the full and proper 
discharge of their County duties or which impair their capacity to perform their County duties. 
SECTION 17. POLITICAL ACTIVITY

EMPLOYEE MERIT SYSTEM RESOLUTION AND RULES R-12 
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A. Maricopa County administers its programs unbiasedly and without favoritism for or against 
any political party, group, or person and ensures Employees are free from any requirement 
or other pressure to engage or not engage in political activity. 
B. Employees shall not: 
1. Make political endorsements where they identify themselves as County Employees. 
2. Use or promise to use any official authority to influence a vote or political action to 
influence the outcomes of elections. 
3. Be officers of a political party’s national, state, or local committee (e.g., chairperson, vice 
chair, treasurer, secretary, etc.). 
4. Be officers of a partisan political committee (e.g., chairperson, vice chair, treasurer, 
secretary, etc.). 
5. Be candidates for nomination or election to a paid or partisan public office by filing 
nomination papers or making a formal public declaration of candidacy. 
6. Employees holding positions or performing activities funded by federal loans or grants 
may not serve as Precinct Committeemen or participate in any other political activity 
prohibited by federal laws. 
C. Employees may, when not on duty, in uniform, or at public expense unless otherwise 
provided by law: 
1. Express partisan and political opinions. 
2. Attend meetings to learn about candidates for public office and political issues. 
3. Cast a vote. 
4. Sign nomination or recall petitions. 
5. Make or solicit contributions to candidates, political parties, or campaign committees 
contributing to candidates or advocating the election or defeat of candidates. 
6. Circulate candidate nomination or recall petitions. 
7. Engage in activities to advocate the election or defeat of any candidates. 
8. Campaign for themselves and hold unpaid, nonpartisan public office. 
9. Campaign for or against ballot issues, referendum questions, constitutional amendments, 
municipal ordinances, etc. 
10. Serve as a member of a common, high school district, or community college governing 
board. 
11. Serve as Precinct Committeemen complying with the restrictions listed above.

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D. Maricopa County Elections Department Employees and Employees with exclusive 
possession and control over ballots cannot engage in the activities permitted under Section 
17.C.6 through 17.C.9 in any election tabulated by the County.  
E. Employees serving as legal counsel to the Elections Department on a particular matter 
cannot engage in the activities permitted under Section 17.C.6 through 17.C.9 in an election 
for that particular matter. 
F. Employees shall not be discriminated against for engaging in or not engaging in any activity 
permitted by this Policy. 
G. Employees shall not be solicited, directed, threatened, intimidated, or coerced to engage in 
or not engage in activities permitted by this section. 
H. Nothing in this section shall be construed as denying any Employee any civil or political 
liberties guaranteed by the United States and Arizona constitutions.