UAEA MOU 2026-2030.PDF

MEMORANDUM OF UNDERSTANDING 
Between 
UNITED ARIZONA EMPLOYEE ASSOCIATION (UAEA) 
and the 
CITY OF TEMPE 
July 1, 2026 – June 30, 2030 
As per Tempe City Code Article VI

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Contents 
PREAMBLE ............................................................................................................................................. 4 
DEFINITIONS .......................................................................................................................................... 4 
ARTICLE I – RIGHTS ................................................................................................................................. 5 
Section 1.2 – Job Security .................................................................................................................... 8 
Section 1.3 – Seniority ......................................................................................................................... 8 
Section 1.4 – Rights of Unit Employees ................................................................................................. 8 
Section 1.5 – Personnel Files ............................................................................................................. 10 
ARTICLE II – LABOR AND MANAGEMENT RELATIONS ............................................................................. 11 
Section 2.1 – Labor and Management Committees ............................................................................. 11 
Section 2.2 – Support of Public Services ............................................................................................. 12 
Section 2.3 – Grievance Procedure .................................................................................................... 12 
Purpose ........................................................................................................................................ 12 
Definitions ..................................................................................................................................... 12 
Procedures .................................................................................................................................... 12 
Steps ............................................................................................................................................ 13 
Advisory Arbitration ....................................................................................................................... 13 
Appeal to the Mayor & City Council ................................................................................................. 14 
Miscellaneous ............................................................................................................................... 14 
ARTICLE III – WAGES AND COMPENSATION ........................................................................................... 15 
Section 3.1 – Wages .......................................................................................................................... 15 
Salary Step Increases .................................................................................................................... 15 
Market Surveys .............................................................................................................................. 15 
Salary Compaction ........................................................................................................................ 15 
Bilingual Pay .................................................................................................................................. 16 
Shift Differential ............................................................................................................................ 16 
Stand-By Premium ......................................................................................................................... 16 
Section 3.2 – Overtime ...................................................................................................................... 16 
Section 3.3 – Call-Back Pay ............................................................................................................... 17 
Section 3-4 – Working Out of Classification ........................................................................................ 18 
Section 3-5 – Fiscal Crisis .................................................................................................................. 19 
ARTICLE IV – HOURS AND LEAVE ........................................................................................................... 19

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Section 4.1 – Hours of Work ............................................................................................................... 19 
Section 4.2 – Holidays ....................................................................................................................... 20 
Personal Leave Day ....................................................................................................................... 22 
Floating Holiday Leave ................................................................................................................... 22 
Section 4.3 – Vacation ....................................................................................................................... 22 
Section 4.4 – Medical Leave ............................................................................................................... 23 
Section 4.5 – Bereavement Leave ....................................................................................................... 24 
Section 4.6 – Disability Leave ............................................................................................................. 24 
Section 4.7 – Industrial Leave ............................................................................................................ 25 
Section 4.8 – Unpaid Leave ................................................................................................................ 25 
ARTICLE V – WORKING CONDITIONS .................................................................................................... 26 
Section 5.1 – Health & Safety ............................................................................................................. 26 
Section 5.2 – Training and Career Development .................................................................................. 26 
Section 5.3 – Bidding on Vacancies .................................................................................................... 27 
Section 5.4 – Job Descriptions ........................................................................................................... 27 
Section 5.5 – Uniforms and Equipment ............................................................................................... 27 
Section 5.6 – Light Duty ..................................................................................................................... 29 
Section 5.7 – Drug Testing .................................................................................................................. 29 
ARTICLE VI – BENEFITS ......................................................................................................................... 29 
Section 6.1 – Maintenance of Existing Benefits ................................................................................... 29 
Section 6.2 – Health Insurance .......................................................................................................... 30 
Section 6.3 – Deferred Compensation ................................................................................................ 31 
Section 6.4 – Tuition Reimbursement ................................................................................................. 31 
Section 6.5 – Life Insurance ............................................................................................................... 31 
Section 6.6 – Mediflex ........................................................................................................................ 32 
Section 6.7 – Copies of MOU .............................................................................................................. 32 
COMPLETE AGREEMENT ....................................................................................................................... 32 
TERM AND EFFECT ............................................................................................................................... 33

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PREAMBLE 
WHEREAS, the Parties, through their designated representatives, met and conferred in good faith 
pursuant to Tempe City Code Article VI in order to reach agreement concerning wages, hours, and 
working conditions of represented employees and, 
WHEREAS, the Parties hereby acknowledge that the provisions of this Memorandum are not intended 
to abrogate the authority and responsibility of City government provided for under the statutes of the 
State of Arizona or the Charter or Ordinances of the City of Tempe except as expressly and lawfully 
limited herein, 
NOW, THEREFORE, having reached this complete agreement concerning wages, hours and working 
conditions for the term specified, the Parties submit this Memorandum to the City Council of the City of 
Tempe with their joint recommendation that that body resolve to adopt its terms and take such other 
action as may be necessary to implement its provisions. 
DEFINITIONS  
For the purpose of this Memorandum of Understanding (MOU), the following definitions shall apply: 
Subject 
Definition 
“City” 
shall mean Tempe City government 
“Grievance” 
shall mean an alleged violation of the provisions outlined in this MOU: the 
process for review of a grievance is provided in Section 2-3 
“Department” 
shall mean any Department of the City of Tempe. 
“Retiree” 
shall mean an individual who retires from City of Tempe service 
“Association” 
shall mean United Arizona Employee Association (UAEA) 
“Unit Employee” 
shall mean a City employee identified in Section 2-401 (a) (3) of the 
Tempe City Code. 
“Association Member” 
shall mean a Unit Employee who pays Association dues 
“Association 
Representative” 
shall mean a City of Tempe employee representative of UAEA 
designated by the Association 
“Emergency” 
shall mean unforeseen operational circumstances, natural disasters, 
internal or external disasters, hazardous weather conditions or civil 
disorders.

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ARTICLE I – RIGHTS 
1. UAEA, as the authorized bargaining representative, has the exclusive right to serve as the meet 
and confer representative for all non-supervisory employees as described in the Tempe City 
Code. 
 
2. The Association may elect new officers of the Association and/or assign Association 
Representatives and shall notify the City Manager and Human Resources Director of such 
assignments in writing. Following an election or appointment of new officers or representatives 
of the Association, consultation will occur between them, their Department Directors and Human 
Resources to mutually arrange any necessary scheduling or workload adjustments to allow 
such officers or representatives to conduct Association-related business as provided by this 
section.  
 
3. During the term of this Memorandum of Understanding, Association Representatives shall be 
released from duty with full pay utilizing city business (CB) time when participating in any City-
directed meeting or other event where the City has requested that a union representative be in 
attendance, including any grievance hearing or disciplinary meetings with an employee or to 
participate in any committee or task force established by this Memorandum of Understanding.  
Definitions and process for documenting City business will be outlined in the City’s Union Leave 
Guideline.   
 
Any release time to conduct Association-related business (UB) as outlined below is unpaid 
unless covered by donated leave time from association members.  The donation procedures will 
be established by the City’s Union Leave Guideline.  These hours are to be utilized by 
Association Representatives as authorized by the Association for the purpose of conducting 
Association-related business utilizing Association business time. 
 
The policies governing the use and administration of these hours will be outlined in the Union 
Leave Guideline which shall be adopted upon the mutual consent of both the Association and 
the City, and shall be in compliance with all federal, state, and local laws. It will further require 
that the Association President will be responsible for complying with the following guidelines: 
 
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Time will not be authorized if it results in overtime for the employee utilizing the time or if 
it creates an operational problem such as lack of adequate coverage for the Department. 
 
• 
Unless representation is requested for a Unit Employee in a matter where the City 
requires a meeting in less than 48 hours, all CB & UB time utilized must be authorized 
48 hours in advance by the department director or the department director’s designee. 
All use of UB and CB hours shall be properly recorded in the City’s payroll timekeeping 
system. Requests to participate in Association activities shall not be unreasonably 
denied.

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4. Association Representatives who participate in meetings covered by this Article at times 
other than their normal work shift shall not receive compensation and said hours are not 
considered time worked for the purpose of computing overtime. 
 
 
Unit Employees who participate in Association meetings covered by this Article at times 
other than their normal work shift shall not receive compensation and said hours are not 
considered time worked for the purpose of computing overtime. 
 
5. The City shall furnish a listing of all Unit Employees and of Association Members on City 
payroll deduction for Association dues on a monthly basis.  Included with each Unit 
Employee’s name shall be the Unit Employee’s current job assignment and work location; the 
City shall also furnish a listing of all Unit Employees’ email addresses. The Association agrees 
to use these lists solely for the purposes of communicating with Unit Employees and will not 
share this information with other individuals or organizations. 
 
6. The City agrees, in conformity with Section 2-403 of the Tempe City Code, to deduct Association 
dues, fees and assessments, and other voluntary deduction such as Floating Holiday Leave 
donations as authorized in writing by Association Members and to transmit such amounts and 
an electronic listing of such deductions to the Association each pay period. Such deductions 
shall be made only when the Association Member’s earnings for such pay period are sufficient 
after other legally required deductions are made. The Association reserves the right to change 
during the term of this agreement the amount withheld for all Association Members pursuant to 
a generalized dues increase and agrees to give Association Members and the City thirty (30) 
days’ notice of any such increase. 
 
a. The City will deduct Floating Holiday Leave hours from an employee’s leave bank at the 
request of UAEA for new members and at the time intervals outlined in the UB Guideline, 
which shall be no less than quarterly.   
 
b. The City assumes no liability on account of any action taken pursuant to this section. 
The Association agrees to indemnify, defend and hold the City, its agents, employees, 
and officials, harmless for taking action in conformance with this section. 
 
c. Unit Employees who are or become Association Members will remain members of the 
Association in good standing for at least one (1) year from the date of membership 
enrollment.  After the first year, Association Members may withdraw their authorization 
for dues deduction upon written notice to the Association and the City during an annual 
open-enrollment period of thirty (30) days preceding the anniversary date of their 
enrollment. 
 
7. Upon notification to the Department via a request from a UAEA Representative, reasonable 
contact with Unit Employees on City grounds and facilities during lunches and outside their work 
hours shall be allowed. Such contact will not disrupt the ongoing work of the department and will 
conform to the safety regulations of the worksite. Upon timely application, City facilities will be 
made available for use by the Association.

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8. The Association shall have the right to post notices of activities and matters of Association 
business on Association bulletin boards that are for the exclusive use of the Association (up to 4’ 
by 3’) in each main facility in areas frequented by Unit Employees. The Association and only the 
Association will have the right to post notices on their exclusive bulletin boards. Notice of 
Association meetings and agendas may be posted in the City’s e-mail meeting folder. The City 
shall establish email distribution lists for Unit Employees and for Association Members, for use 
by the designated Association Representative(s).  The City shall maintain a link to the UAEA 
web site on its Human Resources web page. 
 
9. The Association shall have the right to present information for one half hour during Tempe 
Essentials New-Hire Orientation and the right to include materials in the orientation packet. 
 
10. The City of Tempe shall provide to the Association a listing of Unit Employees who are no longer 
eligible for coverage under this MOU and indicate if they retired or separated from the City or 
transferred out of the UAEA bargaining unit.  
 
11. Annually, the Association and Human Resources will hold training/discussion sessions on the 
MOU and other labor relations issues in which both UAEA Representatives and supervisors are 
strongly encouraged to participate. 
 
12. The City and the Association agree that, as stated in Sec. 2-403(a) of the Tempe City Code 
Article VI, which governs this MOU, all Unit Employees shall have the right to participate on 
behalf of or engage in activities on behalf of the Association and have the right to refrain from 
such activity. Unit Employees shall be free from any interference, restraint, or coercion by any 
employee, supervisor, or manager in the exercise of such right. Violations will necessitate 
disciplinary action. 
 
13. By mutual agreement it has been determined that employee parking qualifies as a benefit 
and/or working condition. The Association shall have the right to participate in meetings with 
management where changes to employee parking are being discussed. The City agrees to 
review and consider input from Association Representatives regarding changes to employee 
parking. The City shall notify the Association of any changes regarding employee parking no 
less than 30 days prior to the effective date of the change. 
 
14. Management agrees to a 30 days’ notice for UAEA to vacate their current Tempe Transit Center 
(TTC) office. There is no guarantee that the City will provide office space for UAEA in the future. 
 
15. For the duration of this agreement, UAEA Officers may reserve existing City Conference rooms 
and use Microsoft Teams or other virtual resources to conduct meetings related to Union 
Business.

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Section 1.2 – Job Security 
In the event that during the term of this agreement the City anticipates a situation such as a loss of 
revenues that could result in the layoff of Unit Employees, the City agrees to follow the guidelines of the 
layoff policy as established in the current Personnel Rules.   
Bumping rights and the process for displaced employees will be administered in accordance with the 
Personnel Rules. 
Selection for layoffs will start with those Unit Employees having the least seniority.  Unit Employees 
who believe they were selected for layoff for any reason other than seniority may appeal their selection 
through their department director as established in the City’s layoff policy. 
The City shall notify the Association of its intent to lay off Unit Employees and shall discuss alternatives 
with the Association no less than 90 days prior to the layoffs. 
When reclassifications result in changes to job descriptions and Unit Employees currently in the 
classification no longer meet the minimum qualifications, and they are unable to meet the new minimum 
qualifications within 12 months, those employees shall have the ability to administratively transfer or 
demote as detailed in the City Personnel Rules. This provision only applies if the employee has 
attempted to meet the new requirements.    
Section 1.3 – Seniority 
For the purpose of this Agreement seniority shall be defined as the length of continuous service with 
the City of Tempe including any approved leaves of absence. Where bidding occurs, seniority shall 
determine rights for vacation, shifts, overtime, standby, days of work, and assignment of job locations.  
 
When two or more employees in the same job classification are hired on the same date and time the tie 
in seniority will be broken by 1) consideration of time as a temporary employee when applicable, and 2) 
by the date and time of application submission for the hired position. 
In areas where bidding does not occur, requests for vacation that are considered simultaneously shall 
be determined by seniority. Once vacation is approved, it will not be rescinded in order to 
accommodate employees with higher seniority. Human Resources will work with the Association to 
review vacation bidding issues. 
Section 1.4 – Rights of Unit Employees  
Association Members1 have the right to be represented by the Association, as defined in 
City Code 2-400 et. seq., in dealings with the City. 
 
 
 
 
1 UAEA may choose to extend the rights of Association Members to Unit Employees.

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1. Association Members have the right to be represented by the Association at any meeting which 
could or will result in disciplinary action being taken against that Association Member, any 
meeting involving work-related counseling for that Association Member, or any meeting related 
to a grievance filed by that Association Member.   
 
2. The Association Member will have a reasonable amount of time to obtain Association 
representation, no less than three (3) full weekday workdays from the time of notification by 
management of the intent to hold such a meeting. 
 
3. Any Unit Employee under investigation for a matter that may lead to a suspension, disciplinary 
pay reduction, demotion, or termination, and who is interviewed, shall be given written notice of 
the investigation no less than three (3) full weekday workdays prior to the interview. The Unit 
Employee under investigation or UAEA may mechanically or audio record such an interview.  If 
the Unit Employee or UAEA chooses to audio record the interview, they must notify the 
interviewer and provide a copy of the recording to the City within 3 business days.  If the City 
chooses to audio record an interview, they shall provide notice to the Unit Employee and 
provide a copy of the recording to the Unit Employee upon request.   
 
4. For any scheduled interview, an Association Member has the right to bring an Association 
Representative.  The City will inform the Unit Employee of this right.  If the City intends to have 
legal counsel attend the interview, the City shall inform the employee at the time of the interview 
notice.  UAEA may request to provide legal counsel to the Association member at that interview.  
 
5. The City reserves the right to interview a Unit Employee without Association representation if 
the matter involves immediate serious safety concerns for the Unit Employee, other employees 
or the public, and no Association Representative is readily available. 
 
6. The interview session shall be a reasonable period of time, taking into consideration the gravity 
and complexity of the misconduct being investigated. 
 
7. If an investigation is warranted, investigations must be completed within 120 days unless the 
delay is caused by the employee or UAEA. An extension can be granted by the Human 
Resources Director due to extraneous circumstances, which may include complexity of the 
investigation, parallel criminal investigation, etc. UAEA will be notified of such circumstances in 
writing. The 120-day timeline starts at the time the City becomes aware of an alleged violation.   
 
8. During the course of the investigation the investigator shall not intentionally, carelessly or 
recklessly misrepresent any fact or material issue to the Unit Employee. Nor will the Unit 
Employee do so to the investigator. 
 
9. A Unit Employee under investigation will be notified in writing every month as to the current 
status of the investigation.  This will include a brief description of the number of known 
witnesses still to be interviewed and other investigative processes remaining to be completed, 
as well as an estimated date of completion.

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10. Departments must fully complete a Part I and provide it to the employee within 30 calendar days 
of the incident or within 30 calendar days from the time the City first became aware of the 
incident.  Extensions shall be approved by the department director and Human Resources 
Director. The UAEA President shall be notified of the extension and the reason.  
 
11. At the time of the scheduled meeting for the Part I the investigator or department supervisor or 
other City employee shall make available for review to the Unit Employee and/or the 
representative any material that is being used as a basis for the allegation of misconduct. If all 
material is not available during the initial Part I meeting as determined by Human Resources, 
the five (5) workdays to complete the Part II response will restart upon receipt of the additional 
documentation.  Material includes any video, audio, photographs, or documents written by a 
complainant, witness, or investigative lead that may be included in the investigation unless 
doing so would compromise a safe haven. The Unit Employee or UAEA may request additional 
documents beyond those provided with the Part I that would assist the Unit Employee in their 
Part II response. The Department should consider a reasonable request for additional 
documents when considering a Part II extension.   
 
12. Unit Employees will be provided with a minimum of five (5) working days to submit a Part II 
response. If the employee is scheduled to begin approved leave in fewer than five (5) working 
days, the supervisor will take that into consideration when setting the deadline. The member, or 
the association on behalf of the member, may request an extension from the supervisor 
overseeing the disciplinary process. If the Department denies an extension, UAEA may appeal 
the denial to Human Resources. The appeal must be requested within 24 hours of the denial.   
 
13. The use of requested Union Business (UB) time of up to 120 minutes by an Association Member 
to work on a Part II response in coordination with a union representative will not be 
unreasonably denied by the employee’s supervisor. 
 
14. The Part III must be completed and provided to the employee within 30 calendar days of the 
employee’s receipt of the Part I. Exceptions shall be approved by the department director and 
Human Resources Director. UAEA shall be notified of any extensions to the Part III. The 
Department must obtain City Manager approval if the Part III response will exceed ninety (90) 
calendar days from the receipt of the Part II response.  
 
15. The City agrees to follow the guidelines established in the Personnel Rules and Disciplinary 
Process Guideline for any disciplinary process and agrees to follow the principles of progressive 
discipline, just cause and due process in the disciplinary process in a timely manner. Unit 
Employees may attach rebuttal statements to the Part III.  
Section 1.5 – Personnel Files 
1. Unit Employees have the right to review their own personnel file(s) maintained in Human 
Resources, their department, and/or maintained by their supervisor.

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If the Unit Employee objects to any document(s) other than those required by federal or state 
law, or City ordinance including the Tempe Personnel Rules and administrative policies, the Unit 
Employee has the right to place a Memo to File in their personnel file documenting their 
objections. 
 
2. With the written permission of the Unit Employee, an Association Representative may review 
the Unit Employees personnel file(s) when in the presence of a department representative and 
obtain copies of the contents upon request. Copying fees shall be consistent with the City’s 
public records request fee schedule. 
 
3. The Unit Employee may include material relevant to his/her performance of assigned duties in 
their Performance Management file. 
 
4. Documents relating to disciplinary actions, including written letters of reprimand, demotions, or 
suspensions, which are three (3) or more years old, shall not be referenced in any future 
counselling or disciplinary documentation or provided to hiring supervisors who request to 
review an employee’s personnel file.  
Counseling forms or memos which are not disciplinary actions shall not be referenced or 
provided for review after one (1) year. 
 
5. Any public request for documents relating to an employee’s employment shall be communicated 
promptly to the employee.  Confidential personal information shall be redacted prior to 
submission to any member of the public, including address, 
phone number, Social Security number, any personal account numbers, all family member 
information.  
ARTICLE II – LABOR AND MANAGEMENT RELATIONS 
Section 2.1 – Labor and Management Committees 
There shall be a citywide Labor-Management Committee consisting of the Six-Sided Partnership, the 
City Manager and Department Directors/Office Administrators, that will meet quarterly and at other 
mutually agreed times. Issues not resolved at department labor-management meetings will be brought 
to the quarterly city-wide meetings.   
This Committee will adopt by laws by mutual agreement between labor and management that will also 
be used for the departmental labor-management committees. The by-laws will include a process for the 
Committee to take, record and disseminate necessary and appropriate actions.   It is recognized that 
the Committees have no authority to alter any terms of this MOU. 
Additionally, in each Department of the City with UAEA membership, there shall be a Departmental 
Labor-Management Committee consisting of representatives of the UAEA, HR representatives and 
representatives of the Department that will meet monthly or at other mutually agreed times. The City 
Manager will be a permanent ad hoc member of all Committees.

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The purpose of Departmental Labor- Management Committees is to facilitate positive labor-
management relationships by providing an effective tool for the joint solution of problems and a forum 
for the free discussion of mutual concerns and ideas, which may include discussion of the 
implementation of major new City or departmental programs or substantial modifications of existing 
major City or departmental programs that will have a significant impact on service delivery, work 
schedules or duties, or workforce morale. 
Section 2.2 – Support of Public Services 
The City and UAEA recognize our shared commitment to high-quality public services for the residents 
of Tempe. The parties will work together in appropriate forums on behalf of our mutual interest in 
supporting public services and a superior workforce in Tempe. 
Section 2.3 – Grievance Procedure 
Purpose 
The purpose of this grievance procedure shall be to secure, at the lowest possible administrative level, 
equitable resolutions to problems that may arise and are subject to review under this procedure. There 
shall be no other alleged breach or appeal procedure regarding the issues covered by this 
Memorandum of Understanding (MOU) for the Unit Employees other than that contained in this article. 
Definitions 
1. A “breach” refers to a grievance or alleged violation of the provisions outlined in this MOU. 
 
2. A “complainant” shall be any Unit Employee or group of Unit Employees or the Association. 
 
3. “Days” shall mean Monday through Friday, not including holidays observed by the City. 
Procedures 
1. Alleged breach proceedings shall be kept informal at all levels of this procedure. 
 
2. The number of days indicated at each level of this procedure shall be considered a maximum, 
and every reasonable effort shall be made to expedite the process. 
 
3. If the City or Department fails to comply with the time limit requirements as set forth under any 
of the procedure levels, the alleged breach shall be considered automatically appealed to the 
next level of the procedure. 
 
4. If the complainant fails to comply with the complainant’s time limit requirements as set forth 
under any of the procedure levels, the alleged breach shall be considered null and void. 
 
5. The time limits set forth herein may be extended, provided the extension has been mutually 
agreed upon by the Parties in writing.

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6. An alleged breach shall not be considered unless the complainant initiates the alleged breach 
procedure no later than ten (10) days after the complainant knew or reasonably should have 
known of the action that precipitated the alleged breach. 
Steps 
1. The complainant shall first discuss the alleged breach with the immediate supervisor outside the 
designated employee group with the objective of resolving the alleged breach.  
If the alleged breach is not resolved within ten (10) days, a written allegation of an alleged 
breach may be filed with the immediate supervisor with a copy to the Human Resources 
Director. To be considered, the alleged breach must be submitted in a timely fashion and 
contain, at a minimum, what contractual provision(s) of this Memorandum of Understanding is 
alleged to have been violated, the facts constituting the alleged violation, and the relief sought. 
 
2. If, after ten (10) days from the date the alleged breach is filed with the immediate supervisor, the 
alleged breach is not resolved, an alleged breach may be filed with the Department Director or 
their designee. No later than ten (10) days after receipt of the written alleged breach, the 
Department Director or their designee shall hold a meeting in an attempt to resolve the alleged 
breach.  
 
3. Each party shall be entitled to bring documents and/or witnesses to the meeting in order to 
present evidence on their behalf and shall provide a complete witness list to the other party 48 
hours prior to the meeting.  Each party shall have the right to cross-examine witnesses brought 
by the other party. Any non-City employee who is a witness will be paid by whichever party 
called them as a witness. 
 
4. The Department Director or their designee will have ten (10) days to render a decision in writing. 
If the alleged breach is not resolved with the Department Director’s decision, the alleged breach 
may be submitted to the City Manager. To be considered such alleged breach must be 
submitted within ten (10) days of the Department Director’s decision. Within ten (10) days of 
receipt of the alleged breach, the City Manager may either render a decision or require that the 
alleged breach be submitted to advisory arbitration. The Parties are then required to participate 
in the following advisory arbitration process. 
Advisory Arbitration 
1. The Arbitrator will be selected from the list of seven (7) arbitrators requested from the Federal 
Mediation and Conciliation Service. The moving party to the arbitration shall strike the first name 
from the list. The parties shall alternately strike names until there is one name remaining who 
shall be the Arbitrator. 
 
2. The Arbitrator shall conduct the hearing as soon as possible. 
 
3. The Arbitrator’s recommendation shall be in writing and shall include the recommendation, the 
rationale, and if appropriate, the recommended relief.

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The Arbitrator shall not have the authority to expand or add to the rights Unit Employees or the 
Association have under the terms of this Memorandum of Understanding. The Arbitrator’s 
recommendation shall be submitted to the City Manager and the Association Representatives. 
 
4. The Arbitrator’s fees and costs shall be shared equally by the Parties.  All other expenses shall 
be assumed by the Party incurring the costs, including the cost of witnesses if they are not City 
employees. The Parties may mutually agree to share the cost of providing a verbatim record of 
the proceedings. 
 
5. In the event that the City Manager does not require advisory arbitration, the Association may 
require advisory arbitration prior to appealing the City Manager’s decision to City Council. Such 
advisory arbitration shall be conducted pursuant to the provisions provided herein. 
 
6. In the event that either the City Manager or the Association requires advisory arbitration, the 
City Manager and the Association Representatives shall meet within ten (10) days of receipt of 
the advisory arbitration decision. Within ten (10) days of the meeting, the City Manager shall 
provide the Association with a written decision accepting, modifying, or rejecting the Arbitrator’s 
advisory decision. 
Appeal to the Mayor & City Council 
If the Association Representatives are not satisfied with the City Manager’s decision, within ten (10) 
days of receipt of that decision the Association Representatives may appeal to the Mayor and City 
Council. 
Miscellaneous 
1. No reprisal or retaliation by any party shall be taken against any person who participates or is a 
witness in the proceeding of an alleged breach. 
 
2. A complainant and the Party charged may be accompanied and represented by a party of their 
choosing at any hearing or meeting conducted under this procedure. 
 
3. A Unit Employee, acting individually, may present an alleged breach without the intervention of 
the Association provided that the alleged breach has been processed in accordance with this 
procedure. Any adjustment made shall not specifically violate the provisions of this 
Memorandum of Understanding. 
 
4. If an alleged breach affects a group of two (2) or more Unit Employees or involves an action or a 
decision by the City or the Department that has a department-wide impact, the Association may 
submit the alleged breach on behalf of the affected Unit Employee. If the Association presents 
an alleged breach of violation of this MOU, it will do so at the Department Director or designee 
level as provided in above section .

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5. All documents related to an alleged breach shall be maintained at the Human Resources office, 
as a separate file from a Unit Employee’s personnel file.  
 
All alleged breaches and alleged breach responses shall be filed and processed in accordance 
with this Memorandum of Understanding. The Association acknowledges that this provision 
waives any right to take such a dispute to any other tribunal. 
ARTICLE III – WAGES AND COMPENSATION 
Section 3.1 – Wages 
Salary Step Increases 
The City shall provide step increases (percentage increases to base salary) for all Unit Employees who 
have not reached the maximum salary of their current salary range based on the pay structure 
implemented pursuant to the 2025 classification and compensation study. The step advancement will 
occur on the time in position date established during the study.     
 
No employee shall exceed their salary range maximum. 
 
Unit Employees at or Near Salary Range Maximums: Employees who are at the top step of their grade 
shall receive an annual 2.5% bonus of their base pay on their time in position date, in lieu of an 
increase.    
Market Surveys 
The City implemented the results of a comprehensive classification and compensation study on July 1, 
2025. The City commits to hiring a third-party to provide any necessary adjustments to the overall 
salary structure in 2027 and 2029 to keep the City competitive in the market while maintaining internal 
equity amongst positions. The City will remain competitive with the overall market 75th percentile when 
compared at the pay range midpoint for all positions included in the study.   
Prior to the start of the third-party review, the City will meet with UAEA, and UAEA may provide 
feedback on the methodology and any specific positions that should be flagged for review.   The 
purpose of these studies is to assess market trends from the previous implementation and provide an 
overall adjustment to the pay structure.   
The City will meet again with UAEA prior to the implementation of the recommendations.  This meeting 
will provide UAEA an opportunity to provide feedback on the study overall and relative to specific 
positions if those positions were flagged at the beginning of the study for specific review or for any 
positions that are proposed to move grades as a result of the study. If an employee’s position is 
recommended to move to a lower grade, the employee may appeal this decision through HR.   
Salary Compaction 
The City will notify UAEA when new hires covered by the UAEA MOU are hired above the minimum 
salary if that salary is at or above other Unit Employees’ pay rates in the same job classification.

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UAEA may request Human Resources review the pay rates of employees who are impacted by the new 
hire.   
Bilingual Pay 
The payments of $60 per month for occasional interaction and $150 per month for significant interaction 
shall remain in effect for the duration of this Agreement. 
Shift Differential 
Unit Employees working a shift that includes any hours between 10:00 p.m. and 4:00 a.m. will be paid a 
shift differential. For shifts which end anywhere from and including 10:00 p.m. to 12:00 midnight, Unit 
Employees will be paid a shift differential of 80 cents per hour for all hours of the work shift.    
For shifts which end anywhere from and including 12:01 a.m. to 4:00 a.m. Unit Employees will be paid 
a shift differential of 95 cents per hour for all hours of the work shift. Shift differential is not paid to Unit 
Employees on paid leave. Employees will not receive shift differential while on overtime. 
Employees working holidays will receive both holiday pay and shift differential pay when applicable.   
Stand-By Premium 
The current practice shall remain in effect for the duration of this Agreement. 
In work areas where standby coverage is needed, it shall be offered on a voluntary and rotating basis 
by seniority. Departments may work with UAEA to create their own procedures provided they align with 
city policies, standby hours shall be fairly distributed among eligible Unit Employees who are interested 
in being on standby, and the procedures provide those with most seniority preference in selecting 
standby.   
If an insufficient number of employees volunteer for standby, the department may need to assign 
employees standby. In lieu of assigning standby, departments may also allow employees in other 
classifications to perform standby so long as the classification of the employee is lateral or higher 
graded than the classification of the work being performed. The employee will not be eligible for 
Temporary Detail nor Special Assignment pay. The parties agree to discuss issues that arise from the 
administration of standby informally or in labor-management meetings. 
Section 3.2 – Overtime 
1. Non-exempt Unit Employees who work beyond their scheduled work shift shall be compensated 
for such assigned work at one and one-half (1 ½) times their regular rate after the first eight (8) 
minutes of assigned and worked overtime calculated to the nearest quarter hour. If an employee 
volunteers or is scheduled to work overtime that is NOT contiguous to their regular shift, they 
will receive a minimum of two (2) hours of overtime pay.  
This does not apply to OT is that is an extension of their work hours either before or after their 
regular shift. If the employee is called back to work unscheduled, the callback pay provisions 
below will apply.

17 
 
2. A Unit Employee shall be compensated for overtime hours worked either with pay or with 
compensatory time. Unit Employees will be informed of the type of compensation at the time 
they are offered overtime. If overtime is mandatory, the employee can select the form of 
compensation. Unit Employees may accrue a maximum of 240 hours of compensatory time.  
Upon termination of employment, employees will receive a payout of 100% of all unused 
accrued compensatory time in accordance with federal regulations. 
 
3. Exempt Unit Employees (employees exempt from provisions of the FLSA) may on occasion 
receive informal paid leave called exempt time for time worked in excess of their established 
work schedules. Exempt time will not be calculated hour-for- hour. Exempt time will be 
discussed in Labor-Management meetings. 
 
4. The City of Tempe agrees that it is not the intent of the City to schedule bargaining unit overtime 
work for non-bargaining unit employees such as supervisors or TSA represented employees 
except in emergency situations or as mutually agreed. The parties agree to discuss 
assignments of mandatory overtime in the Labor- Management Committee(s). 
 
5. In work areas where overtime coverage is needed, it shall be offered on a voluntary and rotating 
basis by seniority. Overtime hours shall be fairly distributed among eligible Unit Employees who 
are interested in working additional hours.  If too few employees volunteer, the employees with 
the least seniority will be assigned the overtime on a rotating basis. The parties agree to discuss 
issues that arise from the administration of overtime informally or in labor-management 
meetings. 
 
6. The City recognizes that Unit Employees should not be required to work an excessive number 
of hours without an adequate break for their safety and the safety of the public.  If concerns are 
raised in any work unit, length of shifts and reasonable break times will be reviewed in Labor-
Management meetings with input from Risk Management.  HR Guidelines will be updated to 
address safety concerns related to fatigue. 
 
7. UAEA and the City recognize that there may be specific work areas where the administration of 
overtime may be more effectively handled for Unit Employees under parameters that differ from 
those noted above in this section. In those cases, specifics of overtime administration will be 
detailed in an HR Guideline that will be agreed upon by the Department(s) impacted, UAEA, the 
Human Resources Director and the City Manager. Any such guidelines will be made available 
on the HR intranet site.  
Section 3.3 – Call-Back Pay 
Unit Employees called back to work after leaving City facilities upon completion of their regular shift 
shall be paid at one and one-half (1½) times their regular rate of pay and shall receive a minimum of 
three (3) hours of call-back pay. This does not apply to pre-scheduled or voluntary overtime.  A Unit 
Employee may not be paid for more than one call-back at a time.

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When call-back hours overlap the employee’s regular work schedule, call-back pay ends when the 
regular schedule begins or when the three-hour minimum for call-back pay is met. Call-back pay is 
included in the calculation to determine an employee’s regular rate of pay for overtime purposes.  With 
Department approval, Unit Employees shall have the option of converting call-back pay to 
compensatory time. 
With Supervisor approval when Unit Employees are called or contacted via text or email to consult 
about work after completion of their regular shift will be paid at time and one-half (1 ½) the regular rate 
of pay for each quarter hour (over 7 minutes), with a minimum of one hour of pay. There will be no 
compensation for calls or contacts lasting less than 7 minutes, cumulative daily.   
 
A Unit Employee cannot receive more than one hour of call-back pay when called or contacted to 
address a work issue that does not require them to come in to work unless the employee actually works 
more than 60 minutes. 
Section 3-4 – Working Out of Classification 
1. With their agreement, employees may be assigned temporarily by their supervisor to a vacant 
position in a classification with a higher salary range.  The temporary detail classification may be 
vacant, or the incumbent employee may be temporarily not working.  
 
Employees assigned to temporary detail shall receive a minimum of 5% to a maximum of 10% 
above their salary range for the duration of the assignment, or the minimum of the salary range 
of the higher classification if that minimum is more than 10% higher than the employee’s salary.  
The supervisor will determine when the temporary detail pay may be appropriate.  The Unit 
Employee is entitled to such temporary detail pay for working a minimum of 8 hours performing 
duties and responsibilities of a higher classification; employees providing emergency services 
shall be paid temporary detail pay if they work 4 hours or more in a higher-classified position.  
 
Temporary Special Assignment occurs when an employee is required to work on a project or 
other assignment that is not within his or her normal scope of duties and is for a finite time 
period.  Temporary Special Assignment will be paid as detailed in the City of Tempe Personnel 
Rules.  Unit Employees cannot receive both Temporary Detail and Temporary Special 
Assignment pay at the same time. 
 
Departments will provide fair opportunities for working out of class for all those employees who 
are qualified. 
 
2. A Reclassification Committee composed of Association and City representatives shall meet 
annually to review the duties, responsibilities, and qualifications of bargaining unit classifications 
to determine whether any classifications may need further Human Resources review.  The 
meeting shall take place in the fall prior to October 31st.

19 
 
Based on the information shared in this meeting, the department may request review or 
reclassification of a position during the supplemental process of the budget.  Human Resources, 
in consultation with the City Manager’s Office, shall make the final decision on any 
reclassifications. 
 
3. When Human Resources conducts a reclassification study, the results will be reported to the 
Association Representative. Should a Department Director deny a request to conduct a 
reclassification study, a Unit Employee may appeal their decision to Human Resources. 
Section 3-5 – Fiscal Crisis 
In the event that during the term of this Memorandum of Understanding the City of Tempe experiences 
loss of revenues or legal requirements that if not resolved during the budget year would result in the 
layoff of City of Tempe UAEA Unit Employees or the serious curtailment of services provided to the 
citizens of Tempe, this Memorandum of Understanding may be reopened.  This provision shall only 
apply if the general population of City of Tempe employees is subject to the same or greater reduction 
of pay or benefits negotiated as a result of this reopened provision. The following provisions shall apply 
to this circumstance. 
1. The City shall notify the Association President in writing of the need to reopen this Memorandum 
of Understanding. Such notice shall include the reasons for the reopening and the anticipated 
amount of City-wide budget shortfalls that need to be resolved in order to alleviate the need to 
layoff City employees or severely curtail services provided to the citizens of Tempe. 
 
2. The City shall supply the Association President with all available current budget information 
including, but not limited to, projected revenue shortfalls. 
 
3. The Parties shall meet and confer/negotiate in a good faith effort to reach agreement on what, if 
any, reduction in pay and/or benefits shall occur for Unit Employees in order to address the 
City’s budget shortfall. 
 
4. The meet and confer/negotiation process will be for a period of no less than 30 calendar days.  
During this 30-calendar day period, the Parties shall meet at least weekly unless mutually 
agreed otherwise. 
 
5. If the Parties are unable to reach an agreement on the issues identified for this process, the 
issues will be submitted directly to the City Council, which shall make a final determination. The 
determination of the City Council shall be final and binding on the Parties. 
ARTICLE IV – HOURS AND LEAVE 
Section 4.1 – Hours of Work 
1. The regular work week for full-time Unit Employees is forty (40) hours.

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By mutual agreement work schedules may be arranged in any manner consistent with 
departmental operations to include more than eight (8) hours in any single 24-hour day.  The 
parties agree to discuss alternate work schedules in a departmental Labor-Management 
Committee meeting at the request of either party. 
 
2. Unit Employees are entitled to be relieved from duty for an unpaid lunch break of 30 to 60 
minutes for every eight (8) hours worked and, under normal circumstances, for a paid 15-minute 
break for every four (4) hours worked. 
 
3. Employees who must remain on duty during their entire shift are paid for their one- half (1/2) 
hour lunch period. 
 
4. Any proposed changes to a Unit Employee’s regular work schedule that are not temporary and 
do not involve a response to necessary public safety or emergency situations or City Council 
directives shall be communicated to the affected employee(s) at least 15 workdays prior to 
implementation and at the Association’s request shall be discussed in a Labor-Management 
Committee meeting. The requirements of this paragraph may be waived by mutual consent. 
 
5. Prior to changing the schedule of a work group, management will inform the Association 
President of the proposed change and implementation date.  At either party’s request, it will be a 
topic for a labor management meeting prior to implementation. This provision will be waived 
when an implementation delay will adversely impact service to the public. 
 
6. Unit Employees shall be notified by their supervisor of any modifications to their timecards. 
 
7. To be eligible for paid leave for jury duty a Unit Employee must present verification of their call 
to jury duty.  An employee whose regular work shift is between 5:00 pm and 8:00 am shall be 
allowed by management to be assigned to the day shift during the period of jury duty service. 
The employee will be responsible for notifying the appropriate supervisor as soon as they are 
notified for jury duty by a court. 
 
8. Unit Employees working in labor and trade jobs which are especially dirty, shall be given an 
appropriate amount of time prior to the end of their normal daily shift for personal clean-up. 
Departments shall provide field employees with the appropriate clean-up materials, upon 
request. 
Section 4.2 – Holidays 
Paid holidays are as follows (with holidays falling on Sunday observed by the City on the following 
Monday and holidays falling on Saturday observed the preceding Friday):

21 
 
Holiday Name 
• 
New Year’s Day 
• 
Martin Luther King, Jr. Birthday 
• 
President’s Day 
• 
Farmworkers Recognition Day 
• 
Memorial Day 
• 
Juneteenth 
• 
Independence Day 
• 
Labor Day 
• 
Indigenous People’s Day 
• 
Veteran’s Day 
• 
Thanksgiving Day 
• 
The day following Thanksgiving Day 
• 
Christmas Day 
Non-exempt Unit Employees who are required by their supervisor due to operational necessity to work 
on a city recognized holiday shall receive one and one-half (1.5) times their regular rate of pay, or one 
and one-half (1.5) times the hours in Compensatory Time, in addition to their holiday pay for each hour 
worked. Election of Holiday Premium Pay or Holiday Compensatory Time shall be at the employee’s 
discretion. 
Exempt Unit Employees required by their supervisor to work on a city recognized holiday and who 
cannot be given a substitute day off within the same pay period may receive one (1) day's pay, eight (8) 
hours, at their regular rate (not overtime) as additional compensation for the holiday worked. Exempt 
part-time employees who cannot be given time off for the holiday if it falls on a day outside of their work 
schedule may receive pay equivalent to their regularly scheduled hours (not overtime) in lieu of time off. 
Non-exempt and exempt Unit Employees will be given a substitute day off with pay if, operationally 
possible, when a city recognized holiday falls on a non-workday. The substitute day shall be taken 
during the same pay period as the holiday.  
 
If the employee’s supervisor cannot approve a substitute holiday day off during the same pay period 
due to operational needs, the employee will receive one (1) day’s pay at his or her regular rate (not 
overtime) in additional compensation or the equivalent in Compensatory Time for the holiday. Vacation 
leave, compensatory time and personal or wellness day(s) shall not be utilized in the place of a 
substitute holiday. 
Non-exempt and exempt regular part time Unit Employees whose holiday falls on a day they are 
scheduled to work more hours than they are eligible to receive in holiday pay may take the time as 
unpaid leave, supplement their time with vacation or comp time, or with supervisor approval, flex their 
schedule during the same period as the holiday.

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In the event the City celebrates one of the following holidays on a day other than the actual holiday and 
the actual holiday is a regularly scheduled workday for a Unit Employee, that employee may choose to 
have either the actual day or the day celebrated by the City designated as the holiday when possible, or 
by applying either of the criteria above: 
• 
New Year’s 
• 
Independence Day (4th of July)  
• 
Veteran’s Day 
• 
Christmas Day 
Whenever reasonably practicable, Unit Employees shall be given at least seven (7) workdays notice of 
holiday work assignments. Exemptions from holiday assignment will be discussed and mutually agreed 
in departmental labor-management meetings.  
Personal Leave Day 
One (1) Personal Leave Day of the number of hours in an employee’s normal workday, which may be 
taken any time during the calendar year or received as 8 hours of pay in January of the following year if 
unused. 
Floating Holiday Leave 
Floating Holiday Leave of twenty-four (24) hours to be used between January 1 and the last full pay 
period paid in December; any holiday leave not utilized during that period will be forfeited.  
If a Unit Employee starts their employment with the City July 1st or later, they will receive twelve (12) 
hours of Floating Holiday Leave for that year.  
Section 4.3 – Vacation 
Unit Employees on a forty (40) hour work schedule will accrue vacation in accordance with the following 
schedule, to be prorated for employees working a part-time schedule. Accrual amounts are based upon 
continuous service as a City of Tempe employee. 
Years of Service 
Vacation Accrual Rate Per Month  
0 to completion of 5 years of City service 
9.33 hours 
After completion of 5 years, but less than 10 years 
11.33 hours 
After completion of 10 years, but less than 15 years  
13.33 hours 
After completion of 15 years, but less than 20 years  
16.67 hours 
After completion of 20 years 
18 hours 
1. Unit Employees shall have the opportunity to take a minimum of 112 hours of vacation if 
accrued (pro-rated for part-time employees).

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Unit Employees’ vacation requests shall be responded to within seven (7) workdays after 
submission to their supervisor, unless the supervisor has set a deadline for submission for the 
work group as a whole. Requests to schedule vacation shall not be unreasonably denied or 
rescinded. Reasons for denial or rescinding must be provided in writing to the employee.   
 
Departments may approve vacation requests with less than the department’s required notice for 
unexpected emergencies. The Unit Employee may be required to provide documentation for the 
emergency.   
 
2. Maximum vacation accrual shall be 450 hours. Any Unit Employee with excess vacation over 
450 hours shall have until end of the last full pay period paid in each calendar year to utilize the 
excess hours or have up to sixty (60) hours paid out under the City’s annual vacation leave 
payout program if they retain 450 hours. All other requirements of that program remain the same 
as detailed in the City of Tempe Personnel Rules. 
 
3. Unit Employees who have completed their fifteen-year anniversary with the City are eligible for a 
one-time extended four-week leave of absence, including two weeks of an employee’s accrued 
vacation leave and an additional two weeks of City-paid time. The additional two (2) weeks of 
sabbatical leave may not be converted to cash-out payment or utilized in the last six (6) months 
of employment. 
 
Unit Employees who have competed their ten-year anniversary may elect to forgo the above 15-
year sabbatical option and instead elect to take a two-week leave twice – once after 10 years 
and once again after 20 years. The two-week leave would include one (1) week of the Unit 
Employees’ vacation and an additional one week of City paid time. All other provisions and 
requirements of the sabbatical leave program remain the same for this option. 
 
Section 4.4 – Medical Leave 
Full-time regular Unit Employees in an active pay status accrue eight (8) hours of medical leave each 
month. Regular part-time Unit Employees receive a pro-rated amount of medical leave. 
1. Medical leave may be used for illness or incapacity of the Unit Employee, or for medical, dental, 
vision or mental health appointments during working hours. Medical leave may also be used for 
any of the above reasons for a family member, defined as spouse or domestic partner, parent 
(including in-law and step), child (including in-law and step), sibling (including in-law, half, and 
step), grandparents (including in-law), or grandchild (including step). 
 
Unit Employees shall not be visited at home for the purpose of verifying medical leave.  This 
provision does not apply to investigations of Workers’ Compensation claims.

24 
 
When there is legitimate concern regarding the safety and well-being of an employee, the 
Supervisor will contact Human Resources for guidance and if a welfare check is conducted it 
will be done by the appropriate public safety agency. 
 
2. Maximum accrual of medical leave shall be unlimited. By the deadline established each year, 
the Unit Employees may elect for the following year to cash out medical leave accrued that year 
in excess of 480 hours at a rate of 25%, or may convert medical leave in excess of 240 hours to 
Health & Wellness leave at a rate of 60% (up to 3 days of leave, to be utilized by the last full pay 
period in the year) or may let the medical leave continue to accrue. 
 
3. Unit Employees retiring from the City (those immediately eligible for retirement benefits under 
ASRS) with a minimum of 10 years of continuous service shall be paid 50% of all unused, 
accrued medical leave. The Unit Employee will be reimbursed at an hourly rate of pay 
calculated with the inclusion of their base hourly rate plus any applicable assignment, special 
operations, bilingual, shift differential, temporary detail, standby and holiday pay (excluding 
overtime), paid to the unit employee during the 12 months preceding retirement. 
 
Unit Employees leaving City employment with more than one (1) year, but less than 10 (ten) 
years of continuous service shall be paid 25% of all accrued medical leave.  Unit Employees 
leaving City employment with 10 years of continuous service shall be paid 50% of all accrued 
medical leave at their current hourly rate of pay. Unit Employees leaving City employment, 
unless leaving due to disciplinary termination, with 20 years of continuous service shall be paid 
60% for all accrued medical leave. 
Section 4.5 – Bereavement Leave 
Upon the death of a family member, a Unit Employee shall receive up to five (5) working days (based 
on the employee’s normal work schedule) of paid leave not chargeable to medical or vacation leave. 
Additional time may be taken as sick leave in accordance with City Personnel Rules.   
Family member is defined as spouse or domestic partner; ex-spouse or ex-domestic partner if there is 
joint custody of children under the age of 18; child (including step and foster); parent (including step 
and in-law); sibling (including half, step, and in-law); son/daughter in-law; aunt or uncle; niece or 
nephew; grandparent (including in-law and step) or grandchild (including in-law and step). 
If the family member is a spouse, domestic partner or child, the employee shall receive up to five (5) 
additional working days of paid leave not chargeable to medical or vacation leave. Time beyond ten 
(10) working days may be taken as sick leave in accordance with City Personnel Rules. 
Bereavement Leave does not have to be used consecutively. 
Section 4.6 – Disability Leave 
The City shall continue to administer Compassionate Leave, allowing employees to transfer unused 
vacation and medical leave to another regular employee to provide the recipient with supplemental paid 
leave during an extended non-job related, seriously incapacitating illness or injury of the employee or a 
member of the employee’s immediate family or for other extenuating circumstances.

25 
 
The value of donated leave is based on the donor's hourly rate of pay as it relates to the recipient's 
hourly rate of pay. A recipient who returns to work on a part-time basis may use compassionate leave 
intermittently until he or she is able to resume his or her regular duties. 
Unit Employees are eligible for up to 160 hours of paid Supplemental Paid Family Leave per calendar 
year; this amount will be prorated for part-time Unit Employees. Supplemental Paid Family Leave may 
be taken for an employee’s own illness or injury or to care for an immediate family member with a 
serious health condition and may be taken consecutively or intermittently. 
Each Unit Employee shall be entitled to seventeen (17) work weeks of FMLA leave during a twelve (12) 
month calendar period if the leave is taken for the birth or adoption of a child or to care for a sick parent 
(including parent-in-law or stepparent). 
Section 4.7 – Industrial Leave 
Unit Employees are covered by the City under the Arizona State Worker’s Compensation Act against 
injuries, illness or disease occurring in the course of City employment. Employees are required to be 
examined by a physician selected by the City for their initial medical treatment after a work-related 
injury or disease, after which they may be seen by a treating physician of their own choice. 
If a Unit Employee is absent from work as a result of an injury, illness, or disease that is covered under 
the Arizona State Worker’s Compensation Act, the absence is considered industrial accident leave.  For 
absences of one (1) to seven (7) calendar days, Unit Employees are compensated 100% of their 
regular base rate of pay without loss of any medical or vacation leave.  For absences over seven (7) 
days, Unit Employees are compensated 95% of their regular biweekly base rate of pay from the City for 
up to twelve (12) months.   
Beyond twelve (12) months, Unit Employees are compensated in accordance with the Arizona Worker’s 
Compensation Act. Unit Employees may voluntarily supplement their Worker’s Compensation benefit 
with accrued medical and vacation leave. The amount that may be supplemented is the difference 
between the Worker’s Compensation benefit and the Unit Employee’s net take-home pay, plus 
voluntary payroll deductions. The amount of a Unit Employees Worker’s Compensation benefit shall not 
exceed his/her regular base rate of pay. 
If there is a reoccurrence of a Worker’s Compensation injury after an employee’s case is closed, the 
employee may petition to have their case reopened. 
Section 4.8 – Unpaid Leave 
Unit Employees may be eligible for unpaid leave as detailed in the City of Tempe Personnel Rules, 
Rule 5, Section 503. Employees on unpaid administrative leave for more than two weeks may elect to 
use accrued vacation or compensatory time, if applicable.

26 
 
ARTICLE V – WORKING CONDITIONS 
Section 5.1 – Health & Safety 
The City of Tempe acknowledges its responsibility to provide safe, healthful work environments for City 
employees and users of City services. Every employee has the right to safe and healthful working 
conditions. 
Upon request of the Association, the City or a department will meet with the Association to discuss and 
address safety concerns relating to the facilities where Unit Employees are assigned to work. 
Where the Unit Employee has a good faith belief that a work assignment presents health and safety 
risks outside those normally associated with the work, he/she may refuse to begin or continue a work 
assignment.  
When in such a case a Unit Employee declines to begin or continue a work assignment, he/she shall 
notify his/her in-house safety officer of the situation. The in-house safety officer shall promptly 
investigate the complaint. While the Unit Employee is awaiting the arrival of the in-house officer and 
until the officer has made his/her determination, the Unit Employee shall not be required to perform the 
disputed assignment. 
Unit Employees shall not be subject to discipline or retaliation for exercising any right under the OSHA 
act. 
Section 5.2 – Training and Career Development 
The City of Tempe supports the development of career counseling and various programs of training, 
retraining, mentoring, and career development for Unit Employees, to be coordinated between Human 
Resources, City departments, and the Association. The City will offer fair and reasonable access to 
training for skills and certifications needed for promotions within the City. 
Unit Employees will be provided one-week (seven calendar days) notice for mandatory training that is 
not scheduled during an employee’s regularly scheduled work time. Overtime will be paid in 
accordance with the FLSA. Management reserves the right to schedule mandatory meetings as 
needed.   
 
Departments will provide as much notice as possible and be flexible when employees are on pre-
approved leave unless there is no other scheduling option.   
Unit Employees will receive paid release time to participate in approved coursework necessary for 
maintaining certification(s) and training required for their positions. 
The Parties agree to jointly advocate for the inclusion of public employees in any future local, state, or 
federal legislation providing for training and retraining programs.

27 
 
Recognizing that proper training and mentoring of City employees promotes efficient and cost-effective 
public service, the parties agree to place these issues on the agenda of the joint Labor-Management 
Committees established by this Agreement. Recommendations may include but not be limited to 
training for promotional opportunities, creation of career counseling programs, and work-related 
certification. Decisions shall be made by mutual agreement, subject to approval as required by 
applicable law. 
Section 5.3 – Bidding on Vacancies 
When the City seeks to fill a regular full-time or a regular part-time vacancy, the City will make Unit 
Employees aware of those vacancies through the posting of vacancies, including shift, hours, position, 
assignments, days off and work location, to be posted for at least two (2) weeks, unless mutually 
agreed otherwise, in the Department’s office, on official bulletin boards, and at other mutually agreed 
upon locations. The City will provide 48-hour notification to the Association of the intent to open a 
concurrent internal/external recruitment process. 
Employees will not be excluded from applying for and/or competing in a selection process based solely 
on a pending investigation.  However, the selection process will not be delayed pending the conclusion 
of the related investigation. 
Bidding for shifts or work locations for all Unit Employees shall continue by current practice.  Requests 
to change current practice may be reviewed at the Citywide Labor Management Committee meeting. 
The determination to revise or establish any bidding procedure shall be by mutual agreement between 
the Association and the impacted Department. The City Manager shall render final decisions in any 
situation where mutual agreement cannot be reached. Requests for a change to current practice that 
are denied may be resubmitted after one (1) year. Any bidding procedures shall be in compliance with 
all state and federal laws. 
The issues of requirements and processes for career advancement of Unit Employees shall be 
considered by the Labor Management Committees established under Section 2.1. 
Section 5.4 – Job Descriptions 
The City agrees to review and consider input from Association Representatives regarding any 
substantial change in job duties and/or any proposed changes to the “Essential Functions” and/or the 
“Education and Experience Requirements” for any job descriptions of Unit Employees, at least 20 days 
prior to implementation.  
 
The City also agrees to provide a copy of substantial changes to all Tempe Supervisor’s Association 
(TSA) job descriptions to UAEA Association Representatives at least 20 days prior to implementation. 
Section 5.5 – Uniforms and Equipment 
During the term of this Memorandum of Understanding, the Parties agree to discuss and review 
Department policies for providing Unit Employees’ uniforms, clothing and equipment allowances within 
the framework of the Labor-Management Committees established by this MOU.

28 
 
Association Representatives may be involved in any process when a Request for Proposal (RFP) is 
being issued for uniform or equipment purchases. 
Public Works, Transportation, Community Health & Human Services Field Operation Employees, and 
the Park’s Division of Community Services Unit Employees who are eligible for a uniform credit as of 
the date of ratification of this MOU will receive an annual credit of $180.00 to be used in accordance 
with Department policy.  
Eligible Unit Employees will receive a jacket every other year.  
The tool allowance shall be $600.00 per year for eligible Unit Employees.  
Community Services Park Rangers will receive a uniform reimbursement of $1080.00. 
Police Department Unit Employees eligible for the uniform credit will receive reimbursement each 
calendar year per the following schedule: 
• 
Detention and Transport Employees - $1080.00 
• 
Community Responders and Traffic Enforcement Aides - $1080.00 
• 
Forensic Services and Property Employees -$1080.00 
The lump sum reimbursement shall be paid by the first pay period of the second quarter of the fiscal 
year. This does not apply to new employees receiving prorated amounts. If the department cannot 
make the deadline, they will notify UAEA.   
Unit Employees required to wear a ballistic vest will receive a credit of $1,100.00 toward the purchase 
of a vest when the employee’s current vest reaches expiration.   
Police Aides who are required to wear “professional attire,” as defined by Department policy will receive 
an additional clothing allowance of $450.00 per year as a lump sum payment.  
 
Association Representatives and Police Department Unit Employees that are required to wear uniforms 
shall be part of the Department’s Uniform Committee prior to any uniform changes being made. 
Unit Employees eligible to receive safety boot and/or jean allowances or any other clothing, cleaning or 
equipment allowances as of the date of ratification of this MOU will continue to receive those 
allowances to be used in accordance with Department policy.   
The jean allowance is $200.00. 
The City will provide reasonable accommodation for special size orders. Risk Management will 
continue to oversee the safety boot program with the boot purchases made from the City contract with 
a $200.00 allowance. The safety boots must be used for work purposes only. 
Replacement clothing due to work-related damage shall be paid upon approval of the supervisor. Any 
denial of replacement may be appealed by the employee to the department’s labor management 
committee.

29 
 
The City will give ample time for uniform changes so that any such updates to uniform standards 
coincide with the reimbursement.    
Section 5.6 – Light Duty 
The purpose of the Light Duty policy is to attempt to provide assistance to Unit Employees who are 
recovering from a medically documented mental or physical illness or injury sustained on or off the job. 
If such an illness or injury precludes a Unit Employee from performing the essential functions of his/her 
job, the City will make an effort to provide work assignments consistent with the individual’s skills and 
abilities and such that the City will derive benefit. 
During the period a Unit Employee is on light duty, the Unit Employee’s base rate of pay will be 
maintained. Unit Employees shall receive overtime pay after 40 hours of work in the workweek. 
Light duty work is intended only for Unit Employees with temporary illness or injury and may be 
provided only if there is a reasonable expectation that the Unit Employee can resume his/her duties 
within the time periods established by the City. 
The City shall share aggregate information with the Association on the disposition of Unit Employees’ 
requests for light or modified duty and on displacement of Unit Employees from their assignments due 
to the light duty assignment or other temporary assignment of any other employees. The parties agree 
to discuss these issues in the Labor/Management committee setting if requested by either party. 
Section 5.7 – Drug Testing 
The City and the Association will meet and discuss or provide a period for submission of written 
comments on any proposed substantial changes to the City’s current policies on drug testing. 
Results of any drug or alcohol test will not be placed in an employee’s personnel file.  
The results may be maintained as part of any investigation conducted in conjunction with the test. 
ARTICLE VI – BENEFITS 
Section 6.1 – Maintenance of Existing Benefits 
The Parties agree and Tempe City Code 2-400 Et Seq confirms that in the event of a conflict between 
the City of Tempe Personnel Rules and attachments thereto, department policies and procedures, 
other Council-approved programs, and this Memorandum of Understanding, the Memorandum of 
Understanding shall govern. If there is no conflict between the above referenced documents, the 
Parties are governed by the Personnel Rules, attachments thereto and Council-approved programs.  
In the event all such formerly referenced documents are silent on a particular issue the City Manager 
and/or designee shall retain the right to exercise judgment on all such matters.

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If, during the term of this Agreement, the City anticipates either a substantive change in the benefits not 
included in this MOU, but provided to Unit Employees through the City of Tempe Personnel Rules and 
attachments thereto and other Council-approved programs, or other revision of the City’s Rules, the 
City shall meet with the Association to explain the reasons for the change, shall meet and confer 
regarding the potential impact of such changes, and shall allow the Association to propose alternatives 
to the changes at least 45 days prior to making such changes (except in the case of an emergency or 
unless such time period is waived by the Association). In the event of administrative memoranda or 
changes reviewed or adopted by the City Council, the City shall advise Council of the Association’s 
recommendations concerning such proposed changes prior to implementation. 
The purpose of the provisions of this Article is to continue to provide current financial benefit levels, as 
that terminology is customarily defined as part of the employees’ overall compensation package. 
Such other benefits, allowances, terms and conditions of employment as may be negotiated or 
implemented affecting other bargaining units within the City of Tempe shall, at the request of the 
Association, necessitate a meet and confer process with the City of Tempe. 
Section 6.2 – Health Insurance 
The City shall provide medical, dental and vision benefits including plan design changes and premium 
cost increases agreed to by the Employee Healthcare Committee.   
 
Any other projected increase in costs or change in benefits shall be reviewed by the Employee 
Healthcare Committee and may result in a meet and confer process to discuss the potential impact 
upon Unit Employees. 
The City shall offer the Association opportunities for input in the consideration, review and planning of 
any prospective changes to retiree health care benefits.  
The Association’s recommendations regarding such prospective changes shall be communicated to 
City Council prior to action by Council to implement changes. 
The City shall continue to provide health insurance benefits to Unit Employees designated domestic 
partners. 
The Association shall be entitled to appoint at least two (2) Unit Employees to the City’s Employee 
Healthcare Committee related to the provision and maintenance of health insurance benefits for City 
employees, including the reviewing of Request for Proposals, evaluation of submitted proposals and 
recommendation of preferred providers. 
The City and UAEA may explore potential options (such as pooling health care benefits among multiple 
public employers) for providing the existing package or improvements to employees’ health care 
benefits. 
There shall be one (1) pro-rated premium level for part-time benefited employees working 20-39 
hours/week and electing coverage under the City’s health, dental and/or vision plans as stipulated in 
the current City of Tempe Benefits Guide.

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Part-time benefitted employees who elect to waive coverage under the health plan (medical and 
prescription drug benefits) shall receive a pro-rated monthly stipend as stipulated in the current City of 
Tempe Benefits Guide. 
Section 6.3 – Deferred Compensation 
Unit Employees who contribute to the City’s deferred compensation plan shall be eligible to receive 
matching deferred compensation contributions from the City, as follows: 
Years of Service 
Contribution Amount 
Less than 7 years of service 
$25 per pay period 
After 7 years but less than 15 years 
$40 per pay period 
After 15 years of service   
$60 per pay period 
 
Each City contribution outlined in the above table will be made into the City’s 401(k) deferred 
compensation plan. The Unit Employee has no immediate tax obligation under the 401(k) plan. 
Pursuant to the provisions of the City’s 401k plan document, Unit Employees who were hired no later 
than 12/31/2016 shall be eligible to receive an additional contribution of $5.77 per pay period into their 
401k account with no matching contribution required. Unit Employees must establish an account to 
receive this benefit. 
Section 6.4 – Tuition Reimbursement 
Unit Employees will receive tuition reimbursement up to a maximum of $6,500 per calendar year for 
full-time employees; tuition reimbursement includes the cost of tuition, required textbooks, supplies and 
related fees. The City of Tempe Tuition Reimbursement Policy guidelines as of the date of this 
Agreement and Section 127 of the IRS Tax Code will govern the requirements for receiving tuition 
reimbursement. If the City increases tuition reimbursement during the duration of this MOU, the 
increase will apply to Unit Employees.   
The City will endeavor to continue to make the Educational Partnership program available to Unit 
Employees. 
Unit Employees will receive paid release time to participate in coursework necessary for maintaining 
certification(s) and training required for their position. These required certification and training costs will 
be paid by the Unit Employee’s department. 
Section 6.5 – Life Insurance 
The City will continue the existing off-the-job and on-the-job life and dismemberment insurance 
coverage. The policy shall provide a benefit for each Unit Employee equal to the Unit Employee’s base 
annual salary.

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The City will continue to provide to each Unit Employee a $250,000.00 death benefit covering the Unit 
Employee’s commutation to and from their City work location. This policy will be consistent with the 
City's current group insurance and will cover the Unit Employee’s commute for up to two (2) hours 
before their shift begins and two (2) hours after their shift concludes. 
In the event of the death of a Unit Employee while commuting to or from their work location, the City will 
provide line of duty death benefits to eligible dependents in accordance with City policy in effect at that 
time. 
Two (2) or more UAEA representatives may serve on any committee formed to consider possible 
changes to City’s life insurance policy. 
Section 6.6 – Mediflex 
The City will continue to provide the Mediflex benefit to all Unit Employees consistent with the current 
plan document. Beginning with the plan year starting July 1, 2018 and at the beginning of each plan 
year thereafter, the maximum annual benefit will increase by the same percentage as any percentage 
increase to the City’s self-funded Health Insurance Plan premiums. The Mediflex contribution for July 1, 
2026 is established at and paid monthly at $66.11 - $793.40 annually for all Unit Employees.   
Section 6.7 – Copies of MOU 
Within sixty (60) days of the date that this MOU is adopted by the City Council, UAEA will arrange for 
printing of a jointly approved number of copies for distribution to Unit Employees.  The cost of the 
duplication will be shared equally by UAEA and the City. 
COMPLETE AGREEMENT 
 
The Parties agree that this is the complete and only agreement between the Parties once approved by 
the City Council.  Each party has negotiated on all issues identified for negotiations and such 
negotiations have led to this agreement.  
No additional negotiations will be conducted on any item, whether contained herein or not, except by 
mutual agreement of the Parties. This Agreement replaces any and all previous agreements between 
the Parties. 
This Memorandum constitutes the total and entire agreement between the Parties and no verbal 
statement shall supersede any of its provisions.  Unless decided by a vote of the City Council, during 
the term of this agreement no diminishment of employee compensation, benefits or other terms and 
conditions of employment provided for in this MOU will be imposed without the express written consent 
of the Association.

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TERM AND EFFECT 
 
This MOU shall become effective July 1, 2026, and remain in full force and effect until June 30, 2030 in 
accordance with the provisions of Tempe City Code Section 2-400 et seq.   
This MOU may be reopened at the request of either party for benefits and/or working conditions 
between September 15th and November 15th prior to the following fiscal year for fiscal year 2028/2029. 
The reopener is not considered a full negotiation.  The topics discussed shall be limited to those where 
internal or external circumstances have changed to require discussion or modification.  Should the 
parties fail to reach consensus on any issue, language found in the current MOU will remain intact. 
Should any part hereof or any provisions herein be declared invalid by a court of competent jurisdiction, 
such invalidation of such part or portion of this Agreement shall not invalidate the remaining portions 
hereof and the remaining portions hereof shall remain in full force and effect for the duration of the 
Agreement. 
With approval of the City Council IN WITNESS HEREOF, the parties hereto have executed this MOU 
the 25th day of June, 2026. 
CITY OF TEMPE, a municipality 
 
 
 
 
 
 
 
 
Rosa Inchausti, City Manager 
 
UNITED ARIZONA EMPLOYEE ASSOCISTION (UAEA) 
 
 
 
 
 
 
 
 
 
UAEA Representative  
 
APPROVED AS TO FROM 
 
 
 
 
 
 
 
 
Eric C. Anderson, City Attorney