Personnel Rules Redline

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CITY OF MESA 
 
 
 
 
PERSONNEL RULES 
 
 
 
 
 
EFFECTIVE DATE  
 
 
 
July 1, 2026 
 
 
 
 
Sharepoint/sites/hr/personnelrules

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THE PERSONNEL RULES BOOK 
IS A HANDBOOK AND NOT A CONTRACT OF EMPLOYMENT. 
 
IT IS SUBJECT TO CHANGE 
AT THE DISCRETION OF THE MESA CITY COUNCIL.

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TABLE OF CONTENTS 
 
 
PAGE 
CHAPTER 1:  GENERAL ................................................................................................................................1 
SECTION 110.  DEFINITIONS ....................................................................................................................1 
SECTION 120.  GENERAL PROVISIONS ................................................................................................7 
SECTION 130.  APPLICABILITY ................................................................................................................7 
SECTION 140.  EQUAL EMPLOYMENT POLICY STATEMENT ..........................................................7 
SECTION 150.  PERSONNEL RECORDS ...............................................................................................7 
CHAPTER 2:  EMPLOYMENT .......................................................................................................................9 
SECTION 210.  GENERAL EMPLOYMENT PROVISIONS ...................................................................9 
SECTION 220.  ELIGIBLE LISTS .............................................................................................................11 
SECTION 230.  RECRUITMENT ..............................................................................................................12 
SECTION 240.  EXAMINATIONS .............................................................................................................12 
SECTION 250.  CERTIFICATION, SELECTION, AND APPOINTMENT ............................................13 
SECTION 260.  EMPLOYMENT OF RELATIVES ..................................................................................14 
SECTION 270.  PUBLIC SERVICE EMPLOYMENT PROGRAMS .....................................................14 
CHAPTER 3:  CLASSIFICATION AND COMPENSATION ....................................................................15 
SECTION 310.  CLASSIFICATION ..........................................................................................................15 
SECTION 320.  SALARY PLAN ................................................................................................................15 
SECTION 330.  PERFORMANCE INCREASES AND DECREASES .................................................18 
SECTION 340.  STABILITY PAY ..............................................................................................................19 
SECTION 350.  OVERTIME ......................................................................................................................20 
SECTION 360.  STAND-BY AND CALL-OUT PAY ................................................................................21 
SECTION 370.  EXECUTIVE/ADDITIONAL BENEFITS .......................................................................21 
CHAPTER 4:  BENEFITS ..............................................................................................................................22 
SECTION 410.  ABSENCE FROM WORK ..............................................................................................22 
SECTION 420.  PAID TIME OFF ..............................................................................................................22 
SECTION 421.  HOLIDAYS .......................................................................................................................23 
SECTION 422.  VACATION TIME ............................................................................................................24 
SECTION 423.  SICK TIME .......................................................................................................................27 
SECTION 424.  BEREAVEMENT TIME ..................................................................................................35 
SECTION 425.  INDUSTRIAL INJURY PROGRAM - WORKERS’ COMPENSATION LEAVE .......35 
SECTION 426.  JURY DUTY OR WITNESS TIME ................................................................................36 
SECTION 427.  MILITARY LEAVE ...........................................................................................................36 
SECTION 430.  UNPAID TIME OFF.........................................................................................................36 
SECTION 440.  SPECIAL LEAVES ..........................................................................................................36 
SECTION 450.  FAMILY AND MEDICAL LEAVE ...................................................................................36 
SECTION 460.  CRIME VICTIM RIGHTS ACT .......................................................................................37 
SECTION 470.  SHORT-TERM DISABILITY BENEFIT ........................................................................37 
SECTION 480.  INSURANCE PROGRAMS - HEALTH & WELFARE .................................................37 
SECTION 490.  TRAINING PROGRAMS ................................................................................................38 
CHAPTER 5:  CONDITIONS OF EMPLOYMENT ....................................................................................39 
SECTION 510.  STANDARDS OF CONDUCT .......................................................................................39 
SECTION 520.  WORK RULES ................................................................................................................40 
SECTION 530.  PERFORMANCE EVALUATIONS ...............................................................................41

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SECTION 540.  PROBATION ...................................................................................................................41 
SECTION 550.  ALCOHOL ANDDRUG, TESTING .................................................................................43 
SECTION 560.  ADMINISTRATIVE LEAVE ............................................................................................43 
CHAPTER 6:  CHANGES IN ASSIGNMENT .............................................................................................44 
SECTION 610.  PROMOTION ..................................................................................................................44 
SECTION 620.  TRANSFER .....................................................................................................................44 
SECTION 630.  SPECIAL ASSIGNMENT ...............................................................................................44 
CHAPTER 7:  GRIEVANCE ..........................................................................................................................46 
SECTION 710.  DEFINITION ....................................................................................................................46 
SECTION 720.  GRIEVABLE AND NON-GRIEVABLE ISSUES ..........................................................46 
SECTION 730.  GRIEVANCE PROCESS ...............................................................................................46 
CHAPTER 8:  CORRECTIVE ACTION AND DISCIPLINE ......................................................................48 
SECTION 810.  TYPES OF CORRECTIVE ACTION; NON-DISCIPLINARY AND DISCIPLINARY; 
PROGRESSIVIE DISCIPLINE ..................................................................................................................48 
SECTION 820.  DISCIPLINE AGAINST CLASSIFIED (NOT AT-WILL) EMPLOYEES; DUE 
PROCESS ....................................................................................................................................................48 
SECTION 830.  AT-WILL EMPLOYEES ..................................................................................................57 
SECTION 840. COUNTING TIME ............................................................................................................57 
CHAPTER 9:  SEPARATIONS.....................................................................................................................58 
SECTION 910.  RESIGNATION ...............................................................................................................58 
SECTION 920.  REDUCTION IN WORKFORCE ...................................................................................58 
PROFESSIONAL CONDUCT (ETHICS) .....................................................................................................59 
LOYALTY OATH ............................................................................................................................................60

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CHAPTER 1:  GENERAL 
SECTION 110.  DEFINITIONS 
 
The following words and phrases used in these Rules have the defined meanings unless otherwise 
clearly indicated by the context. 
 
Administrative Leave - Management-directed time off with pay for an employee that is not charged 
against the employee’s paid time off categories.   
 
Alcohol – Any beverage, mixture, or substance containing ethyl alcohol (ethanol), including but not 
limited to beer, wine, distilled spirits, and products intended for consumption; and any substance – 
consumable or non-consumable – that can impair judgment, performance, safety, or behavior due to its 
alcohol content.   
 
Anniversary Date - The date on which an employee's eligibility for paid time off accruals is based. 
 
Announcement - The public notice of examination to fill positions by open competition, or the notice to 
employees of an examination to fill positions from within the City. 
 
Applicant - A person who has filed a valid application for employment. 
 
Appointment - The placement of a qualified individual (following examination or other evidence of 
competence) in an at-will position. 
 
At-Will Employee - An at-will employee (previously referred to as unclassified) is not protected by the 
merit system, serves at the will and pleasure of the City, and may be dismissed at any time, with or 
without cause and without right of appeal.  Such employees include part-time employees, seasonal 
employees, temporary project employees, grant funded employees, employees on initial regular 
probation, and generally, but not exclusively, those serving in administrator-level positions and above. 
The City Manager has the discretion to designate positions as at-will when they become vacant.     
 
Benefited Part-Time Employee - An employee who is budgeted to work a minimum of forty (40) hours 
per pay period on a fiscal year basis (fifty-two [52] weeks per year) and is eligible for regular part-time 
benefits. A benefited part-time employee is at-will.  (See Management Policy 320 - Benefited and Non-
Benefited Part-Time Employee Benefits) 
 
Benefited Full-Time Employee - An employee who is budgeted to work a minimum of forty (40) hours 
per week on a fiscal year basis (fifty-two [52] weeks per year) and is eligible for regular full-time benefits. 
(See Management Policy 320 – Benefited and Non-Benefited Part-Time Employee Benefits) 
 
Biweekly Pay - Includes the employee’s current range and step and any components of pay (not 
including overtime) for the pay period before taxes and voluntary deductions. 
 
Candidate - An applicant who has successfully completed the selection process and is being considered 
for employment. 
 
City Manager Designee - For purposes of these rules, a “City Manager designee” includes but is not be 
limited to:  Assistant City Manager, Deputy City Manager, Chief Financial Officer, City Attorney, City 
Magistrate, City Clerk, and City Auditor.  The City Manager may designate other positions as such when

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deemed appropriate. 
 
Classification - (Class) A group of positions sufficiently similar as to duties performed, scope of 
discretion and responsibility, minimum requirements of training, experience, or skill, and such other 
characteristics that the same title and the same pay range apply to each position in the group. 
 
Class Title - The designation given to a class, each position allocated to the class, and to the occupant 
of each position. 
 
Classified Employee - All City employees in designated classified positions who have passed an initial 
regular probation period. 
 
Classified Position - A position with a designated initial regular probationary period. 
 
Common Review Date - A common date of July 1 in which employees are evaluated for step pay 
increases.  
 
Components Of Pay - Extra compensation given to an employee who has additional and/or specialized 
knowledge, skill and ability that meets the City’s requirements for such extra compensation (for example: 
bilingual compensation, hazardous materials, toxicology paramedic, advanced life support, etc.). 
 
Contract Worker - An individual who is not employed by the City of Mesa and has been retained to 
perform services for the City under a contractual agreement and is left free to do the contracted work and 
to choose the method for accomplishing it. 
 
Corrective Action Plan - A written plan that alerts an employee about a performance problem and 
provides a period of time to correct the performance problem.  The plan outlines the supervisor’s 
performance expectations, steps to be completed by the employee and warns the employee of the 
potential consequences for failing to complete the plan successfully.  A corrective action plan is signed 
by the employee, or a witness (if the employee refuses to sign) and shall be forwarded to the Human 
Resources Department for inclusion in the employee’s official personnel file.  (See Management Policy 
339 - Implementing Corrective Action and Discipline) 
 
Criteria-Based Promotion - The advancement of an employee from one class to another class (with a 
higher maximum pay range) in a class series based on pre-approved criteria, without a competitive 
examination.  In most instances, the class eligible for a criteria-based promotion will be a trainee or entry-
level position not yet functioning at a “full performance” level.  Full performance includes the ability to 
perform journey-level duties in a class that requires independence and/or duties with a higher level of 
difficulty.  (See Management Policy 343 - Criteria-Based Promotions) 
 
Critical City Services Personnel - All full-time non-sworn employees in classifications where the 
number of employees available to perform the function is limited (minimum staffing); the function requires 
specialized skills; or failure to perform the function may have serious consequences.  
 
Days - Calendar days unless otherwise stated.  
 
Department - A major unit of the City government. 
 
Department Director - The City employee responsible for the operation of a department. 
 
Disciplinary Probation - In accordance with the Personnel Rules, Section 540 D., an employee may be 
placed on disciplinary probation for violations of the Standards of Conduct listed in Section 510 of the

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Personnel Rules.  (See Section 820 B. and Management Policy 339 - Implementing Corrective Action 
and Discipline) 
 
Dismissal - Considered the fourth (4th) level of formal discipline.  Dismissal is the separation of an 
employee from City of Mesa employment.   
 
Division - A unit of a department. 
 
Dock Status - Unpaid time away from work. 
 
Drugs - Any chemical that has a physiological effect when absorbed or otherwise introduced into the 
body.  A drug includes substances that (a) are illegal under Arizona law as set forth in A.R.S. § 13-3401 
et seq., (b) are prescribed by a licensed medical practitioner, or (c) are available over-the-counter or from 
a dispensary. 
 
 
Effective Hourly Rate (Effective Rate of Pay) - The employee’s base hourly rate of pay (pay range and 
step).   
 
Elimination Period - A  period of time after a covered disability commences before short-term or long-
term disability benefits can begin. 
 
Essential Personnel - Full-time sworn fire and police employees in classifications where the number of 
employees available to perform the function is limited (minimum staffing); the function requires 
specialized skills; or failure to perform the function may have serious consequences. 
 
Examination - The evaluation procedure used to determine the relative qualifications of applicants. 
 
Executive Benefits Plan - A plan, considered by the City Council during budget hearings, that provides 
a flexible pay scale and additional benefits to attract and retain management personnel. 
 
FLSA - Federal Fair Labor Standards Act, and amendments.   
 
Grievance - A grievance is an allegation by a classified employee that the Personnel Rules or the written 
rules and procedures of any City department have been misinterpreted or misapplied as to that employee; 
or that the employee has been denied a regularly scheduled step pay increase. 
 
Hire Date - The date an individual begins work. 
 
Human Resources Director - (See Personnel Director) 
 
Initial Regular Probation - Formerly known as original City probation.  A stipulated time period beginning 
at hire or rehire to the City that a full-time employee must successfully complete in order to be protected 
by the Merit System. 
 
Involuntary Demotion - Considered the  third (3rd) level of formal discipline.  An involuntary demotion 
is the movement of an employee from one (1) class to another class having a lower maximum rate of 
pay.  (See Management Policy 339 - Implementing Corrective Action and Discipline) 
 
Job Share - Two  (2) employees filling one (1) full-time budgeted position by each employee working 
one-half (½) of the regular work shift. (See Management Policy 321 - Job Sharing)

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Management Policy - Provides Citywide policy statements, administrative regulations, and associated 
procedures for the efficient and effective operation of the organization and the administration and 
execution of Citywide matters.  Management policies are created and modified at the sole discretion of 
the City Manager. 
 
Non-Benefited Part-Time Employee - An employee appointed to perform the duties of a position for 
nineteen (19) hours or less a week on a fiscal year basis and is not eligible for benefits.  A non-benefited 
part-time employee is at-will.  (See Management Policy 320 – Benefited and Non-Benefited Part-Time 
Employee Benefits)  
 
Paid Time Off - The time an employee is absent from work but receiving pay.  Paid time off categories 
include, but are not limited to:  observance of a recognized City holiday, vacation,  sick, compensatory 
time, discretionary time, voting,  jury duty/witness, bereavement, administrative leave, and donated time.  
Refer to Management Policy 400 for a complete list of all paid time off categories. 
 
Part-Time Employee - Includes all benefited and non-benefited part-time employees unless otherwise 
stated.  See definitions for benefited part-time employee and non-benefited part-time employee. 
 
Performance Appraisal - The evaluation of an employee's performance of job duties and 
responsibilities. 
 
Personnel Director - The Personnel Director position title is required by the Mesa City Charter; however 
the working title for this position is Human Resources Director. 
 
Pre-Deprivation Hearing - A hearing where a classified employee is given an opportunity to present 
reasons, either orally or in writing (or both) as to why a proposed disciplinary reduction in pay, disciplinary 
action of suspension (of more than twenty (20) working hours), involuntary demotion, or dismissal, is not 
warranted. (See Management Policy 339 - Implementing Corrective Action and Discipline) 
 
Probation - A pre-determined period of time during which an employee is required to demonstrate ability 
to perform the duties of the job in a satisfactory manner. 
 
Probationary Employee - An employee who has not completed the probationary period for a rehire, 
reinstatement, or new hire. 
 
Promotion - The advancement of an employee from one (1) class to another class with a higher 
maximum rate of pay. 
 
 
Qualified - Meeting the minimum qualifications as defined in the job description plus any special 
requirements that may be published for that position. 
 
Rater - The individual who completes the Performance Appraisal Form. 
 
Reclassification - Changing the classification of a position when a material change in duties or 
responsibilities occurs. 
 
Open Competitive List - A list of qualified applicants for an open competitive recruitment. 
 
Reduction in Workforce (RIWF) List: A list of employees who are laid off or placed in another position 
as a result of a reduction in workforce.

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Regular Full-Time Employee - A person who is appointed to a full-time position that requires working 
a full schedule or regular workweek for the job class, who has successfully passed a probationary 
period. 
 
Regular Rate Of Pay - An hourly rate of pay determined by dividing the total compensation actually 
earned for the normal non-overtime workweek by the total number of hours worked.  Includes all 
remuneration for employment paid to, or on behalf of, the employee, except payments specifically 
excluded under Section 7(e) of the FLSA. 
 
Reinstatement - An employee who has resigned or been separated in good standing and is rehired into 
a position at the same or lower range as that held at the time of separation.  Reinstated employees serve 
a new probation period.   
 
Reinstatement List - A list of names of persons qualifying for reinstatement. 
 
Resignation - Notice from an employee indicating their intention to terminate employment with the City.   
 
Retirement - Any employee covered by either the Elected Officials’ Retirement Plan,  Elected Officials’ 
Defined Contribution Retirement Plan, Public Safety Personnel Retirement System or the Arizona State 
Retirement System who has reached the designated age and possesses the appropriate number of years 
of service, and who elects to receive an annuity benefit from either plan. 
 
Salary Adjustment - An increase in an employee’s pay based on the needs of the department with 
approval of the Human Resources Director and the Department Director.  An increase in pay above five 
percent  (5%) must be approved by the City Manager, Assistant City Manager or City Manager Designee. 
 
Seasonal Employee - A person who is appointed to perform the duties of a position that requires staffing 
during certain parts of each year.  Seasonal employees are hired for a defined period of time in support 
of a specific program (e.g., Summer Recreation or Aquatics).  A seasonal employee is non-benefited and 
at-will.  (See Management Policy 320 – Benefited and Non-Benefited Part-time Employee Benefits)  
 
Section - A unit of a division. 
 
 
Separation - The end of employment with the City of Mesa via resignation, reduction in workforce, 
retirement, dismissal, or death. 
 
Service - Duties or work performed. 
 
Special Leave - Any authorized time-off in excess of thirty (30) consecutive calendar days that is not 
covered by the Family Medical Leave Act (FMLA), Crime Victims’ Rights Act, Military Leave, or any 
additional authorized time-off required after exhaustion of FMLA.  
 
Step Pay Increase - A salary increase within the limits of a pay range established by class. 
 
Suspension - Considered the second (2nd) level of formal discipline.  The employee is released from 
work duties for a specified period of time without pay.  The suspension form is signed by the employee 
or a witness (if the employee refuses to sign) and shall be forwarded to the Human Resources 
Department for inclusion in the employee’s official personnel file.  (See Management Policy 339 - 
Implementing Corrective Action and Discipline)

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Temporary Agency Worker - A person employed by a temporary employment agency and on 
assignment to the City of Mesa.  (See Management Policy 331 - Temporary Agency Workers on 
Assignment to the City) 
 
Temporary Project Employee - Appointments either full or part-time, generally for a period of less than 
one hundred-eighty (180) days.  
 
Termination - The end of employment with the City of Mesa via resignation, reduction in workforce, 
retirement, dismissal, or death. 
 
Transfer - The movement of an employee from one (1) position in the City of Mesa to another position 
in the City at the same pay range. 
 
Unpaid Time Off - The time an employee is absent from work and is not receiving pay.  The following 
are examples of unpaid time off:  industrial dock, voluntary dock, disciplinary dock, absent without 
authority dock. 
 
Voluntary Demotion – A demotion at the request of the employee to another class having a lower 
maximum rate of pay.  A voluntary demotion is not considered a disciplinary action. 
 
Written Counseling - A memo from a supervisor that documents and counsels an employee about a 
performance and/or behavior issue, and identifies potential consequences should the problem continue. 
Written counseling is not considered formal discipline. Written documents of this nature, regardless of 
title, shall be maintained in the employee’s workstation  file.  (See Management Policy 339 - Implementing 
Corrective Action and Discipline) 
 
Written Reprimand - Considered the first (1st ) level of formal discipline .  A written reprimand is written 
documentation to make an employee aware of unacceptable conduct or performance.  (See Management 
Policy 339 - Implementing Corrective Action and Discipline)

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SECTION 120.  GENERAL PROVISIONS 
 
A. 
Delegation of Authority:  Unless otherwise stated in these Rules, upon approval by the City 
Manager, authority granted in these rules to the Assistant City Manager, Deputy City Manager, 
or City Manager designee may be delegated. 
 
B. 
Availability of Funds:  The granting of any compensation in these Rules is contingent upon the 
availability of funds, as determined by the City Manager.  In addition, the City of Mesa works to 
provide its employees with benefits and employment conditions that are desirable, but the City 
must and does reserve the right to change benefits and employment conditions when deemed 
reasonable to do so by the Mesa City Council or City Manager. 
 
C. 
Conflict with Federal or State Requirements:  Any provision of these Rules that conflicts or is 
inconsistent with state or federal rules, regulations or standards shall not be applicable to any 
department. 
 
D. 
Service of Notice:  If any document or notice is to be given to any person or department, the 
notice or document may be served personally, e-mail, or by U.S. mail to the last known residence 
or current business address of the addressee.  Unless otherwise provided by law or these Rules, 
notice is complete upon mailing. 
 
E. 
Correction of Errors:  The Human Resources Director may correct a manifest error or clear 
inequity affecting an employee or an applicant for employment. 
SECTION 130.  APPLICABILITY 
 
These Rules are applicable to all classified employees and positions in the City, and to all at-will 
employees and positions unless a specific chapter or section is excluded from applicability for at-will 
employees or positions.  In the event there is a conflict between these Rules and a Memorandum of 
Understanding  (MOU) entered into through the Meet and Confer process set forth in Management Policy 
358 - Meet and Confer, the Personnel Rules will take precedence and will apply to those eligible 
employees as defined in Management Policy 358. 
SECTION 140.  EQUAL EMPLOYMENT POLICY STATEMENT 
 
The City of Mesa is committed to being an Equal Opportunity Employer, as set forth in Section 902 (A)(1) 
of the City Charter.  Appointments, promotions, reclassifications, transfers, compensation, training, 
reduction in workforce, dismissals or any other type of personnel actions will be based on merit, fitness, 
or other factors determined to be nondiscriminatory, and without regard to race, color, national origin, 
age, disability, religion, sex, sexual orientation, gender identity and expression, veterans’ status, 
pregnancy, marital status, or genetic information, or any other class or characteristic protected under 
federal, state, or local law.     
 
 
SECTION 150.  PERSONNEL RECORDS 
 
A. 
Content:  An employee's official personnel file shall contain: 
 
 
1. 
Employee’s application for employment

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2. 
New employee hire form 
 
3. 
Loyalty Oath 
 
4. 
Personnel changes 
 
5. 
Notices of promotion 
6. 
Disciplinary forms and employee responses, (e.g., grievances and appeals) 
 
7. 
Final performance appraisals 
 
8. 
Corrective Action Plans 
 
 
B. 
Access:  An employee shall have access to their official personnel file during normal City 
business hours.  
 
C. 
Access to Other Files:  The presence of copies of any item listed in Subsection A in any other 
informational file concerning an employee shall not in itself confer upon such employee any 
immediate right of access to such file. 
 
D. 
Control:  The official personnel file will remain in the control of the Personnel Office, unless 
otherwise ordered by a court of competent jurisdiction.

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CHAPTER 2:  EMPLOYMENT 
SECTION 210.  GENERAL EMPLOYMENT PROVISIONS 
 
A. 
Citizenship:  Applicants for sworn law enforcement positions must be United States citizens.  
Applicants for all other positions must present evidence of United States citizenship, or status as 
a legally registered alien who has a right to work, prior to beginning employment. 
 
B. 
Age:  
 
1. 
The only minimum age requirement for employment in the City of Mesa is that imposed 
by state law on the employment of minors. 
 
2. 
The minimum age for the initial employment of recruit police patrol officers and recruit 
firefighters shall be as designated in administrative regulations. 
 
C. 
Residency:  The City Manager will designate those employees required to live in the incorporated 
City limits.  Any change in a City employee's residency status shall be reported to the Human 
Resources Department within fourteen (14) working days. 
 
D. 
Physical and Mental Disabilities:  Physical and mental conditions of an applicant for City of 
Mesa employment shall be disqualifying only if they are of a nature which will preclude the full 
performance, with reasonable accommodation,  of the essential functions of the position.  
Evaluation of physical and mental condition shall be conducted by a physician or other health 
care practitioner designated by the City. 
 
E. 
Pre-Employment Requirements:  All individuals recommended for employment with the City of 
Mesa are required to pass a criminal background check and may be required to pass a driving 
record check if applicable to the position.  Individuals recommended for employment may also be 
tested for alcohol and drugs . (See Section 550 and Management Policy 316 - Alcohol and/or 
Drug Free Workplace) 
 
1. 
Fingerprinting:  The City of Mesa shall obtain a full set of fingerprints from the persons 
identified in this Section. Exceptions to this Section may be made by the Human 
Resources Director based on operational needs.  
 
a. 
For persons in groups 1) – 4) below, the City of Mesa shall forward those 
fingerprints for the purpose of obtaining a state and federal criminal history records 
check.  These criminal record checks shall be done in accordance with Arizona 
Revised Statutes (ARS) Section §41-1750 and Public Law 92-544. 
 
At the discretion of the Department Director and with approval of the Human 
Resources Director, employment may begin prior to the City receiving Department 
of Public Safety (DPS) and Federal Bureau of Investigation (FBI) criminal records 
results; however, individuals who start employment before DPS and FBI criminal 
records results are received must be closely supervised if the individual is 
anticipated to be in contact with minors, disabled or homebound individuals. 
 
1) 
All prospective City employees eighteen (18) years of age and over 
(including prior City employees being rehired or reinstated), and

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2) 
All current City employees who turn eighteen (18) years of age and have 
not previously submitted fingerprints (except seasonal employees who turn 
eighteen [18] years of age during the season, shall only be required to 
submit a full set of fingerprints to the City as a returning staff member in the 
subsequent season, if applicable), and 
 
3) 
All seasonal employees eighteen (18) years of age and over who have not 
provided services to the City of Mesa for a period of twelve (12) months or 
more, and 
 
4) 
All non-City workers (examples: temporary agency workers, contract 
workers, volunteers, etc.) eighteen (18) years of age and over who are 
anticipated to be in contact with minors, disabled or homebound persons, 
or work in security sensitive areas, unless previously fingerprinted for the 
City within the last twelve (12) months.  
 
b. 
For all prospective employees, temporary workers, independent contract workers, 
or volunteers in groups 1) – 4) below, the City’s Police Department shall use those 
fingerprints to conduct an Arizona Criminal Justice Information System (ACJIS) 
criminal history record search and provide clearance: 
  
1) 
Police Department criminal justice positions;  
 
2) 
Justice Administration positions within the City Court or Prosecutor’s Office;  
 
3) 
Facilities maintenance positions servicing the Police Department; and 
 
4) 
Information Technology Department and Communications positions 
performing maintenance or support services on Criminal Justice Systems 
as authorized by ACJIS regulations.  
 
2. 
Pre-employment/pre-placement drug and alcohol testing:  Individuals recommended 
for employment/placement into “safety sensitive” positions shall successfully pass an 
alcohol and drug alcohol test prior to the hire/placement date, if applicable.  (See Section 
550 
- 
Alcohol 
and 
Drug 
 
Testing) 
   
3. 
Driving Record:  The City of Mesa shall obtain driving records for persons recommended 
for employment in which driving is a requirement of the job.   
 
F. 
Academic Achievement:  All postsecondary academic achievements required to meet the 
minimum qualifications of a position must be attained in an academic institution recognized by an 
accrediting association, as determined by the Human Resources Director. 
 
G. 
Loyalty Oath:  Every officer and employee of the City of Mesa shall take and subscribe to the 
Loyalty Oath prescribed by state law. 
 
H. 
Outside Employment:  A regular full-time employee may engage in outside employment, if the 
employment does not adversely impact the employee’s City work and does not create a conflict 
of interest or the appearance of a conflict of interest with the employee’s City job.  An employee 
who wishes to engage in outside employment shall inform their Department Director in writing 
about the scope and nature of the outside employment.  The employee may be asked to choose

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between their City of Mesa employment and their outside employment if it is found that the outside 
employment interferes with the employee's duties with the City. 
 
I. 
By accepting employment with the City, employees assign to the City all rights to patent or 
otherwise protect inventions or intellectual property of any kind the employee may develop on City 
time, or with City property, or arising out of their City duties and responsibilities. 
SECTION 220.  ELIGIBLE LISTS 
 
A. 
General:  A classified position vacancy in the City of Mesa may be filled first by any employee 
who, by direction of the City Manager or designee, is being transferred or demoted into the class 
of that position.  An at-will position vacancy may be filled by appointment on the basis of merit 
and fitness demonstrated by examination or other evidence of competence.  Persons appointed 
to at-will positions must meet minimum qualifications as determined by the hiring authority and 
Human Resources. 
 
B. 
Eligible Lists:  If there are no employees to be transferred or demoted to a class, the Human 
Resources Director shall forward names from lists established for that class. Consideration for 
hire must first be given to qualified candidates who are on a reduction in workforce (RIWF) list.  
Consideration may then be given to candidates on a promotion list, reinstatement list, or open 
competitive list.   
 
C. 
Duration on Lists:  Candidates remain on lists as follows: 
 
 
1. 
Reduction in Workforce (RIWF) List:  (See Management Policy 353 - Reduction in 
Workforce [RIWF]) 
 
 
2. 
Promotion Lists:  Generally, four (4) months or until the employee is promoted or 
separates from City of Mesa employment, whichever occurs first, or until fewer than three 
(3) candidates remain on the list.  A promotion list may be extended one (1) time, not to 
exceed the duration of the original list, upon the request of the Department Director with 
approval of the Human Resources Director.  Requests for extension must be made prior 
to the expiration date of the original list. 
 
 
3. 
Sworn Promotional Lists:  The duration of the promotion lists for Police Sergeant, Police 
Lieutenant, Fire Engineer, Fire Captain, and Battalion Chief shall be a minimum of six (6) 
months, not to exceed a maximum of two (2) years, upon request of the Police Chief or 
Fire Chief with the approval of the Human Resources Director.  The duration of the list will 
be stated on the promotional job announcement.  A sworn promotional list may be 
considered expired if fewer than three (3) candidates remain on the list. 
 
 
4. 
Reinstatement Lists:  One (1) year from effective date of request for reinstatement.  (See 
Section 250 E) 
 
 
5. 
Open Competitive List:  The duration of this eligible list is generally four (4) months or 
until fewer than three (3) candidates remain on the list.  An open competitive list may be 
extended one (1) time, not to exceed the duration of the original list, upon the request of 
the Department Director with approval of the Human Resources Director.  Requests for 
extension must be made prior to the expiration date of the original list. 
 
D. 
Insufficient Candidates:  If the Human Resources Director determines that there is an 
insufficient number of appropriately qualified candidates with the necessary preferred skill sets on

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existing lists, the Human Resources Director may expire the list(s) and/or initiate a recruitment to 
fill a vacancy.   
SECTION 230.  RECRUITMENT 
 
A. 
Notice of Vacancies:  Public notice of position vacancies in the City of Mesa shall be 
accomplished by posting announcements of the vacancies by such means as the Human 
Resources Director shall direct. 
 
B. 
Applications:  All applications for City of Mesa classified employment shall be submitted on the 
forms designated by the Human Resources Director.  The applications must be submitted during 
the time period specified in the announcement.  All applications and any accompanying 
documentation become the property of the City of Mesa and shall not be returned. 
 
C. 
Disqualifications:  Applicants for classified positions may be denied further examination 
processing for any of the following reasons: 
 
1. 
Failure to meet the minimum qualifications specified in the announcement. 
 
 
2. 
Failure to submit a complete and accurate application. 
 
 
3. 
Misstatement of any pertinent fact on the application. 
 
4. 
Previous dismissal from City of Mesa classified employment for cause. 
 
5. 
Lack of a satisfactory performance rating at the time of a previous resignation. 
 
 
6. 
Lack of physical or mental ability with reasonable accommodation to perform the essential 
functions of the position. 
 
 
7. 
Fraud or deception in the application process. 
 
D.  
Confidentiality:  All applications are confidential and may be reviewed only by the applicant, an 
individual who has written notarized authorization from the applicant, City officials in the normal 
line of duty, or officials acting in response to court orders, public records requests, or subpoenas. 
SECTION 240.  EXAMINATIONS 
 
A. 
General:  To ensure compliance with equal employment opportunity standards and test 
construction validity, the Human Resources Director has authority for reviewing and approving 
employment examination and related selection processes.  All examinations for City of Mesa 
classified employment shall be designed to reveal the ability to perform the type of work for which 
the applicant has applied.  All examinations shall be job-related.  Employees or other individuals 
who participate on oral boards or other applicant examination processes shall not have 
relationships with applicants that could represent a conflict of interest or compromise the validity 
of the testing and selection process. 
 
B. 
Types of Examinations:  Examinations shall include, but not be limited to, all or part of the 
following:  written tests, interviews, performance tests, physical agility tests, evaluation of work 
performance, examination of work samples, medical tests, evaluation of training and experience, 
or any combination of these tests.

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C. 
Preference Points:  Preference points authorized by ARS §38-492 will be added to any 
applicant's score after the final rating is determined, provided that a passing grade has been 
earned without the addition of preference points. 
 
D. 
Notice of Examination Results:  Examination results shall be communicated to each applicant 
after the rating has been completed. 
 
E. 
Adjustment of Errors:  The Human Resources Director shall correct any error in the rating of an 
examination; provided, however, that any such correction shall not invalidate any appointment of 
any other applicant previously made. 
 
F. 
Preparation of Eligible Lists:  After each recruitment the Human Resources Director shall 
prepare an EligibleList.  
SECTION 250.  CERTIFICATION, SELECTION, AND APPOINTMENT 
 
A. 
Certification of Candidates:  Upon receipt of a request from a department to fill a vacancy, the 
Human Resources Director shall send a list containing the names of all persons on the appropriate 
eligible list to the Department Director or City Manager designee.  The Department Director or 
City Manager designee may interview and select any person on the list regardless of placement 
on the list with the exception of the Reduction in Workforce List.  (See Section 220.C) 
 
B. 
Notification of Candidates:  The Human Resources Director or designee shall notify all 
candidates selected for interview of the date, time, and place of the interview.   
 
C. 
Appointing Authority:  The City Manager or designee shall appoint successful candidates to 
vacant positions.  The Human Resources Department or Department representative shall notify 
the successful candidate of the date, time, and place at which the candidate must report to 
commence work.  The Human Resources Department shall make arrangements for orientation of 
new personnel. 
 
D. 
Temporary Project Appointment:  A Department Director, City Manager designee, Assistant 
City Manager, Deputy City Manager, or City Manager may select a qualified applicant (following 
examination or other evidence of competence) for a temporary appointment in order to meet 
project-related business needs.  Project-related temporary appointments are generally less than 
one hundred eighty (180) days but may not be longer than twelve (12) months without approval 
by the Human Resources Director.  Appointees working twenty (20) or more hours per week for 
twenty (20) weeks or more must enroll in and contribute to the Arizona State Retirement System. 
Time served as a temporary project-based employee is not applied toward benefits or 
probationary status. 
 
E. 
Reinstatement: An employee who has resigned or been separated in good standing is entitled, 
upon written application to the Human Resources Director within one (1) year of resignation, to 
be placed on a reinstatement list for classes for which the former employee is qualified in the 
same or a lower range as that held at the time of separation.  Former employees who are rehired 
into a full-time position shall serve a new probation period.  All former benefited employees rehired 
within nine (9) months of separation will begin accruing vacation time at the same rate they 
accrued at the time of separation..  All former employees who are rehired within nine (9) months 
of separation with previously accrued sick time that had not been used or paid out shall have their 
sick time balance restored upon rehire. (See Sections 423.B.5. and  423.D.)  Stability pay shall 
not be restored.  A returning sworn employee’s seniority shall also be restored to the level it was

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prior to the separation if rehired within nine (9) months of separation (for internal promotions and 
shift bids). 
SECTION 260.  EMPLOYMENT OF RELATIVES 
 
Employment of relatives of current City employees shall be governed by the provisions of ARS §§38-
481, -502, and -503 and the following paragraphs.  
 
A. 
Definition of Relative:  Relative means employee's spouse, child, parent, sister, brother, 
grandchild, grandparent and their spouses; and the parent, sister, brother, or child of a spouse.  
Step relationships and employee court-appointed legal guardians are included in this definition. 
 
B. 
Managers and officers in the positions listed below shall not have a relative employed as a full-
time or benefited part-time employee in any position within three levels of supervision of the 
manager’s or officer’s position.  This Section shall not be construed to require the dismissal of an 
employee who was hired before a relative is hired or promoted into one of the positions listed 
below. 
 
 
Assistant City Manager 
 
City Attorney 
 
City Manager 
 
Deputy City Manager  
 
Human Resources Director 
 
C. 
Mayor and City Council:  Mayor and City Councilmembers shall not have a relative employed 
in any City department as a full-time or benefited part-time employee.  This Section shall not be 
construed to require the dismissal of an employee who was hired before a relative is elected. 
 
 
D. 
Employing Relatives:  Except as identified in Paragraphs B and C above, a relative of a current 
City employee may be employed as a full-time, part-time, seasonal, or temporary project 
employee, or a worker employed through a temporary employment agency, in the same 
department as the currently employed relative.  However, an employee shall not: (i) participate in 
the hiring process of a relative, (ii) directly supervise a relative, or (iii) approve or recommend 
hiring, promotions, disciplinary actions, or participate in any other employment-related decisions 
for a relative. As provided in ARS §38-502(10(j), this Paragraph D does not prohibit an employee 
from approving or recommending employment-related decisions affecting a class of ten or more 
employees, one of whom is a relative, as long as the relative’s interest in the decision is no greater 
than that of other class members.  In any disciplinary appeal by a relative of the City Manager, 
the City Auditor shall render the final decision.    
 
E. 
Post-Employment Relationships:  In the event two (2) current employees marry, they must 
comply with Section D(ii) and (iii) above, which may require one (1) such employee to submit a 
request for transfer through their Department Director or City Manager designee to the Human 
Resources Director.  If a transfer compatible with this policy cannot be made within ninety (90) 
days, then one (1) employee may be transferred at the discretion of the Department Director or 
City Manager designee.

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CHAPTER 3:  CLASSIFICATION AND COMPENSATION 
SECTION 310.  CLASSIFICATION 
 
A. 
General:  Subject to the approval of the City Manager or designee, the Human Resources 
Director shall place every City of Mesa classified employment position in a class based on its 
essential functions, and shall establish and maintain a system of job descriptions for each class 
in the City. 
 
B. 
Job Descriptions:  Each job description shall contain the title of the class, a statement of the 
essential functions of the class, knowledge, skills, and abilities within the class, and the minimum 
qualifications for entry into the class. Minimum qualifications shall include educational and 
experience requirements, and any special requirements that pertain, or may pertain, to all or some 
of the positions within that class. 
 
C. 
Changes in Job Descriptions:  The Human Resources Director may establish new classes, and 
divide, combine, alter, or abolish existing classes. 
 
D. 
Changes in Job Duties:  If a material and permanent change has taken place in the duties and 
responsibilities of a position, the Department Director or City Manager designee may request a 
reclassification study of the position (See Management Policy 329 - Classification and 
Compensation).  An employee who is in the position at the time of reclassification is entitled to 
continue to serve in that position in the new classification. 
SECTION 320.  SALARY PLAN 
 
A. 
General:  The Human Resources Director, with the approval of the City Manager, or designee, 
will assign each class in the City of Mesa to a specific salary range.  
 
B. 
Salaries:  Except as otherwise provided, all City classified employees shall be paid a salary within 
the range to which their class is assigned. 
 
C. 
Entrance Rates:  
 
 
1. 
Except as specified below, all new employees shall be paid at a step not higher than the 
midpoint of the range to which their class is assigned. 
 
 
2. 
If the Assistant City Manager (or designee) or City Manager designee determines that a 
particular applicant has special qualifications that justify a salary higher than the midpoint 
of the range, the Assistant City Manager (or designee) or City Manager designee may 
authorize a special entrance rate at a higher step than the midpoint within the salary range 
for that individual. 
 
D. 
Specialty Pay Scale:  Under limited circumstances, the City Manager may establish position 
classifications according to a specialty pay scale. 
 
E. 
Promotion: 
  
 
1. 
Except as specified in Paragraph 2 below, an employee who is promoted will receive a 
salary that is at least the minimum of the grade/starting step of the new position, provided 
that the adjustment results in an increase of at least five percent, or will otherwise receive

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a five percent increase.   
 
 
 
Increases greater than the midpoint of the range shall be in accordance with approval 
processes established by the City Manager. 
 
 
2. 
Employees who are criteria-based promoted from a Recruit classification to the Firefighter 
classification or the Police Officer classification will start at the first step of the range for 
these classes.  
 
F. 
Transfer:  An employee transferred in the same range while remaining in the same classification 
shall receive the same salary as before the transfer.  If the transfer involves a lateral change(a 
change in job classification that is in the same pay range), the employee’s salary may be adjusted.  
 
G. 
Reclassification:  
 
1. 
An employee whose position is reclassified to a class in the same pay range shall receive 
the same salary as before the reclassification. 
 
2. 
An employee whose position is reclassified to a class in a higher pay range shall receive 
the same salary as before the reclassification, unless this salary is less than the first step 
of the new pay range, in which case the employee shall receive the salary of the first step 
of the new pay range.  
 
3. 
a. 
If an employee's position is reclassified to a lower salary range, the employee will 
be placed at the lowest salary step in the new pay range that does not cause a 
decrease in salary. 
 
 
 
 
b. 
If an employee is reclassified to a lower range, and the employee's current salary 
is higher than the maximum step of the lower range, the employee shall be retained 
at the current salary level until the salary range of the new pay range reaches the 
level of the employee's salary. 
 
 
4. 
An employee whose salary range is adjusted from their current salary range to a higher 
salary range based on a salary survey shall be entitled to a salary increase as indicated 
in Paragraph 2 above. 
 
 
5. 
The City Manager may approve exceptions to this Section based on financial 
considerations. 
 
H. 
Demotion: (See also Section 820)  
 
 
1. 
An employee who is demoted for disciplinary reasons shall be paid at the highest step in 
the lower pay range that is at least five percent (5%) lower than the employee's salary 
prior to the demotion.  The demoted employee will be placed on disciplinary probation for 
one (1) year (See Section 540.D regarding disciplinary probation and pre-deprivation 
hearings with a disciplinary reduction in pay).  A Department Director can remove the 
employee from disciplinary probation early, if warranted. 
 
 
2. 
An employee who is demoted for disciplinary reasons whose new salary as computed 
under Subsection G above exceeds the maximum salary of the lower range shall receive 
the maximum salary of the lower range.

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3. 
An employee who is demoted for failing to acquire or maintain the required certifications 
or licenses of the position shall be demoted to the formerly held position if existing and 
vacant or to a currently existing, and funded position for which the employee meets 
minimum qualifications within the employee’s department.  The employee's salary will be 
computed as in Subsection H.1 above.  If the employee’s former position is not currently 
existing and vacant at the time the employee is demoted or there is not a vacant and 
funded position within the employee’s department, the employee may be dismissed.   
 
 
An employee who requests demotion shall be paid at a rate within the new salary range 
recommended by the Department Director and approved by the Deputy City Manager, 
Assistant City Manager, or City Manager designee.  A voluntary demotion may only occur 
if the intended position is currently existing and vacant. 
 
 
4. 
An employee demoted for the City's convenience will continue to receive the same salary 
as before the demotion.  If this salary is higher than the maximum of the new pay range, 
the employee will remain at this rate until the salary range for the class reaches the 
employee's salary, at which point the employee will again be eligible for salary increases. 
 
I. 
Shift Differential: 
 
 
1. 
a. 
Shift differential is a premium paid to nonexempt employees working an eligible 
shift.  An eligible shift starts on or after 2:00 p.m. and before midnight. Eligible 
employees who start work on or after 2:00 p.m. will receive shift differential 
premium for all work performed from 3:30 p.m. to 8:00 a.m.  Part-time employees 
(benefited or non-benefited) will receive shift differential premium if working an 
eight (8) hour shift that starts on or after 2:00 p.m. for all work performed from 3:30 
p.m. to 8:00 a.m.  Sworn Fire personnel and seasonal employees are not eligible 
for shift differential premium. 
 
b. 
Sworn nonexempt Police Department employees and Critical City Services 
Personnel shall be paid shift differential premium for working an eligible shift.  An 
eligible shift starts on or after 10:00 a.m. and before midnight. Eligible employees 
who start work on or after 10:00 a.m. will receive shift differential premium for all 
work performed from 3:30 p.m. to 8:00 a.m. 
 
2. 
Shift differential premium shall be paid to employees for hours worked over the regularly 
assigned eligible shift when such work is a continuation of the regular shift and falls within 
the designated hours of 3:30 p.m. to 8:00 a.m.   
 
 
3. 
With the exception of sick time, shift differential shall not be paid for any employee on paid 
time off, as outlined in Chapter 4 of the Personnel Rules.  An employee normally assigned 
to an eligible shift is not eligible for the shift differential premium when working a day shift 
or attending training during the day.  
 
 
4. 
An employee who is called back to work outside their regularly assigned shift shall  receive 
shift differential premium, if the shift is eight (8) or more hours, and the call back shift starts 
on or after 2:00 p.m. and before midnight or on or after 10:00 am for sworn nonexempt 
Police Department and Critical City Services Personnel.  Employees will receive shift 
differential premium for all work performed from 3:30 p.m. to 8:00 a.m. and shall be 
compensated in accordance with call-out policies. 
 
 
5. 
Shift differential premium shall be paid according to the chart identified in Management 
Policy 400 - Timekeeping and Leave Administration.

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SECTION 330.  PAY INCREASES AND DECREASES 
(See Section 530 Performance Evaluations, Section 320.H Demotion, Section 820 Demotion) 
 
A. 
Eligibility - New Employees:  After initial employment in a City of Mesa classified position, an 
employee becomes eligible for advancement in the employee's pay range (step pay) upon 
successful completion of initial regular probation. 
 
B. 
Eligibility - Full-Time and Benefited Part-Time Employees:  Full-time and benefited part-time 
employees are eligible for a step pay increase upon:  successful completion of initial regular 
probation (for full-time classified employees) or one (1) year from hire date (for full-time at-will and 
benefited part-time employees) and then annually on the common review date until the 
employee’s salary reaches the maximum of the pay range. 
 
1. 
If a part-time benefited, grant-funded, or project funded employee moves into a classified 
full-time position within the same department after one year, the employee will not have 
to serve initial regular probation if the most recent performance appraisal review was 
successful.  
 
2. 
If a part-time benefited, grant-funded, or project funded employee moves into a classified, 
full-time position in a different department, the employee will serve a six-(6) month initial 
regular probation period from the date of the change to classified status, which cannot be 
extended.   
 
3. 
If the movement into a classified position occurs prior to one year, the employee will serve 
a twelve-(12) month initial regular probation from the date of the change to classified 
status.   
 
C. 
Qualifying Requirement:  An employee must attain the performance rating indicated by City 
Management in order to qualify for a step pay increase. 
 
D. 
Reduction in Pay Due To “Needs Improvement” Performance Evaluation:  If an employee's 
overall performance rating is “Needs Improvement,” the employee may receive one (1) pay 
reduction not to exceed five percent (5%) per regularly scheduled evaluation.  A classified 
employee must be given an opportunity to attend a pre-deprivation hearing after receiving the 
evaluation notifying them of the intended action, but prior to the salary being reduced.  (See 
Section 820.) 
 
 
F. 
Exceptional Performance Recognition Award:  Upon approval of the Assistant City Manager, 
Deputy City Manager, or City Manager designee, an exceptional performance recognition award 
may be given to full-time and benefited part-time employees to recognize exceptional 
performance in the employee's class.  An employee may receive no more than one (1) individual 
and one (1) team award during a twelve (12) month period.  This award will be for a specified 
amount and paid in a lump sum separate and apart from biweekly wages.  After the City deducts 
the appropriate amount of taxes, the amount shall be from $100 net up to $500 net.  (See 
Management Policy 322 - Special Performance Rewards) 
 
 
Eligible employees must have been employed for one (1) year and received an overall “Meets” or 
“Exceeds” Expectations rating on their most recent performance appraisal.  Additionally, written 
justification shall be provided to support the recommendation for an Exceptional Performance 
Award.  Team members considered for Exceptional Performance Recognition must have received

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a rating of “Meets” or “Exceeds” Expectations on their most recent performance appraisal.  (See 
Management Policy 322 - Special Performance Rewards).  
 
G. 
Unscheduled Pay Increases:  Upon approval of the Assistant City Manager, Deputy City 
Manager or City Manager designee and review by the Human Resources Director, an 
Unscheduled pay increase may be processed as a salary adjustment and awarded to an 
employee to recognize exceptional performance in the employee's class.  This award is a 
permanent increase and may be given only to employees below the maximum of the salary range 
to which they are assigned.  (See Management Policy 322 - Special Performance Rewards) 
 
H. 
Step Pay Review Date:  When an employee returns to work after an unpaid time off of more than 
thirty (30) consecutive calendar days, the employee's step pay Review Date will be deferred to 
reflect the time absent from work while on the unpaid time off. 
SECTION 340.  STABILITY PAY  
 
A. 
Definition:  Stability pay is a payment made to eligible full-time employees that is designed to 
encourage and recognize continued City of Mesa employment. 
 
B. 
Eligibility:  
 
1. 
Employees hired prior to July 1, 1988, who have worked for the City of Mesa for five (5) 
continuous years and are currently in a full-time position, will receive ten percent (10%) of 
their pay, as set forth in Section 340.C below.  The stability payment begins on the first 
pay period after five (5) years of full-time employment. 
 
2. 
Employees hired on and after July 1, 1988, but before June 30, 1992, who have worked 
for the City of Mesa for five (5) continuous years and are currently in a full-time position, 
will receive five percent (5%) of their pay, as set forth in section forth in Section 340.C 
below. The stability payment begins on the first pay period after five (5) years of full-time 
employment. 
 
3. 
Employees hired on or after July 1, 1992, will not be eligible for stability pay. 
 
4. 
Part-time employees are not eligible for stability pay, regardless of benefited status.  
Employees who were previously eligible for, or received stability pay as a regular full-time 
employee, will not receive stability pay as a part-time employee.  If an eligible part-time 
employee regains regular full-time status without a separation from City of Mesa 
employment, the employee’s stability pay will be reinstated.  Eligibility for stability pay is 
determined by the employee’s status at the end of the biweekly pay period and will not be 
prorated. 
 
C. 
Stability Payments: 
 
The City shall pay eligible full-time employees stability pay on a biweekly basis and the payment 
will be included in the employee’s paycheck.  The amount of stability pay is determined by the 
employee’s biweekly pay, regardless of the number of hours worked.  Deductions will not be made 
for paid or unpaid time off in a pay period or use of donated time.  
 
D. 
An employee on unpaid time off for more than thirty (30) consecutive calendar days does not 
accrue credited time toward the award of stability pay while on the unpaid time off.

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SECTION 350.  OVERTIME 
 
A. 
Eligibility: 
 
1. 
All employees, except those identified in Paragraph 2 below, are eligible to receive 
overtime pay when earned. 
 
2. 
Executive, administrative, professional, certain computer-related occupations, or certain 
recreational employees who meet the criteria established in the federal Fair Labor 
Standards Act (FLSA) as amended, are exempt from overtime pay.  
 
 
a. 
Notwithstanding any other provision of these Personnel Rules or any other policy 
of the City, for purposes of public accountability, all City of Mesa FLSA exempt 
employees must use accrued leave for absences of more than four (4) consecutive 
hours unless approval is given by the Department Director or designated acting 
Department Director or City Manager designee.  Otherwise, FLSA exempt 
employees who do not have accrued leave available will have their pay docked or 
be placed on special leave. 
 
 
b. 
All employees, including FLSA exempt employees, must seek and obtain a 
supervisor's permission to be absent during the workday. FLSA exempt employees 
who regularly work more than forty (40) hours per week need not use accrued 
leave for occasional absences of four (4) consecutive hours or less in a workday 
with supervisory approval.  Department Director or designated acting Department 
Director or City Manager designee approval is required for absences greater than 
four (4) hours if accrued leave is not used.   
 
B. 
Overtime Schedules:  All personnel except those identified above shall be eligible to receive 
overtime compensation for hours worked in excess of forty (40) hours during any work week.  
Effective July 1, 2012, for purposes of calculating overtime for employees working a forty (40) 
hour work week, the following paid time off categories will not be considered time worked:  
authorized director’s time, sick, compensatory time, and observance of a holiday for Critical City 
Services Personnel and Essential Personnel. 
 
Sworn Fire personnel working a twenty-four (24)-hour shift are eligible to receive overtime 
compensation for hours worked in excess of two hundred four (204) hours during the twenty-
seven (27) day work period.  Sworn Fire personnel working a twelve (12)-hour shift are eligible to 
receive overtime compensation for hours worked in excess of ninety-one (91) hours during the 
twelve (12) day work period.    Effective July 1, 2012, for purposes of calculating overtime for 
sworn Fire personnel working a twenty-four (24)-hour shift or twelve (12)-hour shift, the following 
paid time off categories will not be considered time worked: compensatory time and observance 
of a holiday.   
 
C. 
Overtime Authorization:  FLSA nonexempt employees must seek and obtain approval prior to 
working any overtime or outside of their normal scheduled shift/hours.  The employee shall 
accurately report and record all hours worked.  The supervisor shall monitor hours worked, 
record/review timecards, and approve all overtime worked by employees. 
 
D. 
Identification:  The Human Resources Director will publish a list of all positions in the City, 
identifying those positions eligible for overtime, and identifying the category of overtime for each 
position.

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E. 
Payment:  Eligible employees, when authorized to work overtime, shall be compensated at one 
and one-half (1½) times the employee’s regular rate of pay.  Once an employee has been paid 
overtime, that time cannot be converted into compensatory time. 
 
F. 
Compensatory Time:  Eligible employees (full-time and benefited part-time) may receive 
compensatory time in lieu of overtime payment if an agreement is entered between the supervisor 
and the employee before the overtime hours are worked.  Compensatory time accrues at one and 
one-half (1½) hours for each hour of overtime worked.  Employees who request to use accrued 
compensatory time shall be permitted to use the time within a reasonable period after making the 
request if the use of the compensatory time does not unduly disrupt operations.  Once an 
employee has accrued compensatory time, that time will not be converted into overtime hours.  
(See Management Policy 311 - Compensatory Time) 
 
G. 
Working on a Holiday:  (See Section 421.D, 1 and 2) 
SECTION 360.  STAND-BY AND CALL-OUT PAY 
 
Eligibility:  Employees who are eligible for overtime pay, as specified in Section 350.A are eligible for 
stand-by or call-out pay. For Information on Citywide Stand-By and Call-Out, (See Management Policy 
357 - Citywide Stand-By and Call-Out) 
SECTION 370.  EXECUTIVE/ADDITIONAL BENEFITS  
 
A. 
The City Manager, Assistant City Managers, Deputy City Managers, and those City officers 
specifically established in the City Charter and management employees designated by the City 
Manager shall participate in an executive benefits plan created and approved by the City 
Manager. The City Council shall consider the executive benefits plan during annual budget 
hearings. 
 
B. 
The City Manager may provide additional benefits, (e.g., authorize the provision of an established 
bank of vacation and/or sick time or other benefits deemed appropriate), for any position as 
determined by the City Manager.  Accrual schedules outlined in Sections 422 and 423 will not be 
affected by an established bank of time.

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CHAPTER 4:  BENEFITS 
SECTION 410.  ABSENCE FROM WORK  
 
A. 
Absence From Work: Except as otherwise set forth in Section 423 Sick Time, absence from 
work is subject to supervisory approval.  All requests for absence from scheduled work should be 
submitted to the employee's supervisor at least forty-eight (48) hours prior to the beginning of the 
absence (or according to Fire staffing policy for Fire employees), except for emergencies or 
unanticipated sick time, in which case the request shall be submitted as soon as possible.  The 
request must be submitted and must be approved by the employee's supervisor. This requirement 
applies to both paid and unpaid time off.    
 
B. 
Unexcused Absences:  An employee who is absent without supervisory approval (unpaid time 
off), subject to the restrictions set forth in Section 423, has an unexcused absence and is subject 
to the disciplinary action listed below.  Unexcused absences may be for full or partial days. 
 
1. 
For the first (1st) instance of unexcused absence, the employee shall receive, at a 
minimum, non-disciplinary corrective action (i.e., verbal counseling, written counseling, or 
corrective action plan).  
 
2. 
For the second (2nd) instance of unexcused absence within twelve (12) months of the first 
(1st) unexcused absence, the employee shall receive, at a minimum, a written reprimand.  
 
3. 
For the third (3rd) instance of unexcused absence within twelve (12) months of the second 
(2nd) unexcused absence, the employee shall receive, at a minimum, a suspension of 
one (1) day, or discipline up to and including dismissal with the approval of the Human 
Resources Director.  (See Section 820.C for suspension of exempt employees) 
 
4. For the fourth (4th) instance of unexcused absence within twelve (12) months of the 
third (3rd) unexcused absence, the employee shall be dismissed from City of Mesa 
employment, unless the City Manager or designee, in consultation with the Human 
Resources Director, reasonably determines that dismissal is not warranted.  
5. 
An unexcused absence of three (3) consecutive workdays, or two (2) consecutive twenty-
four (24)-hour work shifts or more is considered to be abandonment of City of Mesa 
employment.  Per Section 820, the City must attempt to notify the employee in writing to 
schedule a pre-deprivation hearing. The notice shall be delivered to the employee by one 
of the following methods: hand-delivery; email, or U.S. mail.  
SECTION 420.  PAID TIME OFF 
 
Paid time off is the time an employee is absent from work but receiving pay.  Paid time off categories 
include, but are not limited to:  observance of a holiday, vacation, sick, compensatory time, discretionary 
time, voting, jury duty/witness, bereavement, administrative leave, and donated time.  Refer to 
Management Policy 400 Companion Guide for a complete list of all paid time off categories. 
 
All paid time off can be taken in quarter (¼)-hour increments, unless otherwise noted. An employee 
receiving pay in any of the paid time off categories will be paid at the employee’s effective rate of pay. 
With the exception of sick time, shift differential shall not be paid for any employee on paid time off.

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SECTION 421.  HOLIDAYS 
 
A. 
City Observed Holidays: The following holidays are observed by the City: New Year's Day, 
Martin Luther King, Jr./Civil Rights Day, President's Day, Memorial Day, Independence Day, 
Labor Day, Veteran's Day, Thanksgiving Day, Day after Thanksgiving, Christmas Eve Day 
(December 24th), and Christmas Day. 
 
B. 
Observation of Holidays:  When a holiday falls on a Sunday, it will be observed on the following 
Monday. When a holiday falls on a Saturday, it will be observed on the preceding Friday.  If the 
holiday falls on an employee’s regularly scheduled day off, the employee will observe the holiday 
on a regularly scheduled at any point from the time of accrual to the end of the calendar year.   
 
 
Effective July 1, 2012, departments will determine whether employees in the department will 
follow an actual or observed holiday calendar. (See Management Policy 400 - Timekeeping And 
Leave Administration) 
 
C. 
Eligibility:  Unless required to maintain City services as indicated in Section 421.D., employees 
are relieved from duty for their full shift if the holiday falls on a day they are normally scheduled 
to work; benefited employees shall be paid during their absence from work.   
 
D. 
Employees Required to Work to Maintain City Services:  
 
1. 
All nonexempt employees who are required to work on a holiday (actual or observed as 
set by the department) shall be paid a holiday premium at the rate of one and one-half 
(1½) times the employee's effective hourly rate.   
 
2. 
Critical City Services Personnel and Essential Personnel: Employees required to work to 
maintain City services as designated by the City Manager or designee are paid for the 
holiday separately in the pay period the holiday occurs.  Critical City Services Personnel 
and Essential Personnel receive holiday premium at their effective hourly rate based on 
their current schedule, except that sworn Fire personnel working a twenty-four (24)-hour 
shift are paid fourteen (14) hours at their effective hourly rate.  Sworn Fire personnel 
working a twelve (12)-hour shift are paid ten and one-half (10.5) hours at their effective 
hourly rate. Critical City Services Personnel and Essential Personnel except sworn Fire 
personnel working a twenty-four (24)-hour shift or twelve (12)-hour shift, shall be paid a 
holiday premium of one and one-half (1½) times the employee's effective hourly rate of 
pay for time worked on a holiday.  
 
 
Critical City Services Personnel and Essential Personnel required to work on a holiday 
may not flex the holiday time to another day.  All personnel (including Essential Personnel 
in an administrative assignment) are required to obtain supervisory approval to work on a 
holiday.  
 
E. 
Holidays During Paid Time Off:  All benefited employees (except those designated in Section 
421.D.2) on paid time off when a holiday occurs will receive no additional pay and will not be 
charged any paid time off categories. 
 
 
F. 
Holidays During Unpaid Time Off:  An employee who is on unpaid time off status shall not be 
paid for a holiday unless the employee works a shift or submits paid time off on the employee's 
scheduled workday either the day before or the day after the holiday.  An employee on disciplinary 
dock on a holiday is not eligible for holiday pay.

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G. 
Starting Employment:  If a holiday falls on the first scheduled workday, an employee who starts 
to work for the City on the following day shall not receive pay for the holiday. 
 
H. 
Terminating Employment:  If an employee is terminated for any reason on the day before a 
holiday, the employee will not receive pay for the holiday.  An employee’s last day worked cannot 
be a holiday unless that is a regular scheduled workday. 
SECTION 422.  VACATION TIME 
 
A. 
Definition:  Vacation time includes all periods of approved absence with pay which are not 
chargeable to another paid time off category. 
 
B. 
Accrual: 
 
1. 
Effective July 1, 2026, eligible employees will accrue vacation time in accordance with the 
following years of City employment:  
 
a. 
Full-Time: 
 
Beginning of employment through Year One Point Nine Nine (1.99): 
 
Three point five (3.5) hours per pay period. 
 
An additional five (5) hours will be granted on January 1 of each year  
 
YearTwo (2) Through Year Nine Point Nine Nine (9.99): 
 
Five point five (5.5) hours per pay period. 
 
An additional one (1) hour will be granted on January 1 of each year. 
 
Year Ten (10) Through Year Fourteen Point Nine Nine (14.99): 
 
Five point seven five (5.75) hours per pay period 
 
An additional two point five (2.5) hours will be granted on January 1 of each 
year.  
 
Year Fifteen through Year Nineteen Point Nine Nine (19.99): 
 
Six (6) hours per pay period 
 
An additional four (4) hours will be granted on January 1 of each year. 
 
Year Twenty Plus (20+): 
 
Six point seven five (6.75) hours per pay period 
 
An additional point five (0.5) hour will be granted on January 1 of each year.   
 
 
b. 
Sworn Fire Personnel Working A Twenty-Four (24)-Hour Shift:  
 
Beginning of employment through Year One Point Nine Nine (1.99): 
 
Four point nine (4.9) hours per pay period. 
 
An additional seven (7) hours will be granted on January 1 of each year.  
 
Year Two (2) Through Year Nine Point Nine Nine (9.99): 
 
Seven point seven (7.7) hours per pay period.

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 
An additional one point four (1.4) hours will be granted on January 1 of each 
year. 
 
Year Ten (10) Through Year Fourteen Point Nine Nine (14.99): 
 
Eight (8) hours per pay period 
 
An additional four point eight (4.8) hours will be granted on January 1 of each 
year. 
 
Year Fifteen (15) through Year Nineteen Point Nine Nine (19.99): 
 
Eight point five (8.5) hours per pay period 
 
An additional three (3) hours will be granted on January 1 of each year. 
 
Years Twenty Plus (20+): 
 
Nine point two five (9.25) hours per pay period 
 
An additional five point nine (5.9) hours will be granted on January 1 of each 
year.   
 
c. 
Sworn Fire Personnel Working A Twelve (12)-Hour Shift: 
  
Years Zero (0) Through One Point Nine Nine (1.99: 
• 
Three point six seven five (3.675) hours per pay period 
• 
An additional five point two five (5.25) hours will be granted on January 1 of 
each year. 
Years Two (2) Through Nine Point Nine Nine (9.99) 
• 
Five point seven seven five (5.775) hours per pay period 
• 
An additional one point zero five (1.05) hours will be granted on January 1 of 
each year. 
 
Years Ten (10) Through Fourteen Point Nine Nine (14.99): 
 
Six (6) hours per pay period 
 
An additional three point six (3.6) hours will be granted on January 1 of each 
year.  
 
Years Fifteen (15) through Nineteen Point Nine Nine (19.99): 
 
Six point two five (6.25) hours per pay period 
 
An additional five point five (5.5) hours will be granted on January 1 of each 
year. 
 
Year Twenty Plus (20+): 
 
Seven (7) hours per pay period 
 
An additional two point eight (2.8) hours will be granted on January 1 of each 
year.   
 
 
 
d. 
Benefited Part-Time:  
 
Beginning of Employment Through Year One Point Nine Nine (1.99): 
 
One point seven five (1.75) hours per pay period.  
 
An additional two point five (2.5) hours will be granted on January 1 of each 
year.

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Year Two (2) Through Year Nine Point Nine Nine (9.99): 
 
Two point seven five (2.75) hours per pay period.  
 
An additional point five (.5) hour will be granted on January 1 of each year. 
 
Year Ten (10) Through Year Fourteen Point Nine Nine (14.99): 
 
Two point seven five (2.75) hours per pay period 
 
An additional four point five (4.5) hours will be granted on January 1 of each 
year.  
 
Year Fifteen (15) through Year Nineteen Point Nine Nine (19.99): 
 
Three (3) hours per pay period 
 
An additional two (2) hours will be granted on January 1 of each year. 
 
Year Twenty Plus (20+): 
 
Three point two five (3.25) hours per pay period 
 
An additional three point five (3.5) hours will be granted on January 1 of each 
year.   
 
2. 
Effective July 1, 2026, employees accrue vacation time once they have met a minimum 
number of hours in a biweekly pay period.  This hourly requirement may be satisfied 
through any combination of hours worked and paid time off.  At the beginning of 
employment, if an employee works less than the minimum number of hours in their first 
pay period, they will not accrue vacation time for that pay period and will begin accruing 
on the next pay period provided the minimum number of hours is reached.  The minimum 
number of hours is as follows:  
 
a. 
Full-time employees must meet a minimum of sixty-five (65) hours in a biweekly 
pay period; 
 
b. 
Sworn Fire personnel working a twenty-four (24)-hour shift must meet a minimum 
of fifty-four (54) hours in a biweekly pay period; 
 
c. 
Sworn Fire personnel working a twelve (12)-hour shift must meet a minimum of 
forty point five (40.5) hours in a biweekly pay period;  
 
d. 
Benefited part-time employees must meet a minimum of thirty-two point five (32.5) 
hours in a biweekly pay period. 
 
3. 
Effective July 1, 2026, the effective date for change in the accrual rate is the first (1st) 
biweekly pay period immediately following two (2) years of continuous employment. 
 
4. 
Eligibility to use accrued vacation time shall begin on the date of accrual for full-time and 
benefited part-time employees.   
 
5. 
Former benefited employees who met the requirement of two (2) years of continuous 
employment (accruing at a higher rate) prior to separation from the City who are rehired 
within nine (9) months of the date of their separation shall begin accruing vacation time at 
the same rate they accrued at the time of separation.  If the two (2) year requirement had 
not been met at the time of separation, the employee will return to the beginning accrual 
rate (the vacation accrual date will reset).  (See also Section 250.E.)

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C. 
Accumulation:  The maximum accumulation of vacation time is two hundred forty (240) hours 
for regular full-time employees, three hundred thirty-six (336) hours for sworn Fire personnel 
working a twenty-four (24)-hour shift, two hundred fifty-two (252) hours for sworn Fire personnel 
working a twelve (12)-hour shift, and one hundred twenty (120) hours for benefited part-time 
employees.  Employees who have in excess of the above amounts on December 31st of each 
year will be paid for the excess amount of time after December 31st, provided the regular full-time 
employee has taken eighty (80) hours vacation time, seventy-two (72) hours for sworn Fire 
personnel working a twenty-four (24)-hour shift, fifty-four (54) hours for sworn Fire personnel 
working a twelve (12)-hour shift, fifty-one point seven two (51.72) hours for Fire union members 
working  forty (40)-hours a week, eighty (80) hours for sworn Fire personnel (BC) working forty 
(40)-hours a week, and forty (40) hours for benefited part-time employees during that calendar 
year.  If the employee has not taken the required amount of time during the year, all excess time 
shall be forfeited and placed in the Citywide donated leave bank.  Donated time counts as used 
vacation time.  
 
D. 
Use of Vacation Time:  Vacation time may be taken at any time if approved by the supervisor; the 
minimum unit allowed is one-quarter (¼) hour.  Vacation time shall not be advanced to an employee 
nor may vacation time be transferred between employees unless authorized by the Department 
Director or City Manager designee in accordance with the Donated Leave Program. (See 
Management Policy 317 - Donated Leave Program) 
 
E. 
Separation:  A full-time or benefited part-time employee who separates from City of Mesa 
employment shall be compensated for all accumulated vacation time. 
 
F. 
Change in Benefits:  An employee who transfers from a benefited position to a non-benefited part-
time position shall be paid for all unused vacation time. 
SECTION 423.  SICK TIME    
 
A. 
Definition:   
 
1. 
Earned paid sick time shall be provided to an employee for the following reasons:  
 
a.   
The employee’s mental or physical illness, injury or health condition; or to care for 
a family member with an illness, injury or health condition; 
 
b.  
The employee’s need for medical diagnosis, care, or treatment of a mental or 
physical illness, injury or health condition; or to care for a family member with the 
same need; 
 
c. 
The employee’s need for preventive medical care; or to care for a family member 
with the same need; 
 
d. 
Closure of the employee’s worksite by order of a public official due to a public 
health emergency or an employee’s need to care for a child whose school or place 
of care has been closed by order of a public official due to a public health 
emergency, or care for oneself or a family member when it has been determined 
by the health authorities having jurisdiction or by a health care provider that the 
employee’s or family member’s presence in the community may jeopardize the 
health of others because of his or her exposure to a communicable disease, 
whether or not the employee or family member has actually contracted the

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communicable disease; 
 
e. 
Absences necessary due to domestic violence, sexual violence, abuse or stalking, 
provided the absence is to allow the employee to obtain for the employee or the 
employee’s family member: 
 
1) 
Medical attention needed to recover from physical or psychological injury or 
disability caused by domestic violence, sexual violence, abuse or stalking; 
 
2) 
Services from a domestic violence or sexual violence program or victim 
services organization; 
 
3) 
Psychological or other counselling; 
 
4) 
Relocation or taking steps to secure an existing home due to the domestic 
violence, sexual violence, abuse or stalking; or 
 
5) 
Legal services, including but not limited to preparing for or participating in 
any civil or criminal legal proceeding related to or resulting from the domestic 
violence, sexual violence, abuse or stalking. 
 
2. 
For purposes of this Section 423, the term “family member” means: 
   
a. 
Regardless of age, a biological, adopted or foster child, stepchild or legal ward, a 
child of a committed partner, a child to whom the employee stands in loco parentis, 
or an individual to whom the employee stood in loco parentis when the individual 
was a minor; 
 
b. 
A biological, foster, stepparent or adoptive parent or legal guardian of an employee 
or an employee’s spouse or committed partner or a person who stood in loco 
parentis when the employee or employee’s spouse or committed partner was a 
minor child; 
 
c. 
A person to whom the employee is legally married under the laws of any state, or 
committed partner of an employee as registered under the laws of any state or 
political subdivision; 
 
d. 
A grandparent, grandchild or sibling (whether of a biological, foster, adoptive or 
step relationship) of the employee or the employee’s spouse or committed partner; 
or 
 
e. 
Any other individual related by blood or affinity whose close association with the 
employee is the equivalent of a family relationship. 
 
For purposes of the definition of “family member” in this subsection, “committed partner” means 
an individual who has been declared the committed partner of an employee under the 
requirements of the City of Mesa Benefits Plan Document, or an individual who is at least eighteen 
(18) years of age living together in a common household with an employee who is at least 
eighteen (18) years of age; and in which the employee and the individual are each other’s sole 
committed partner; they are not legally married to each other; they are not legally married to, 
legally separated from, or a committed partner to any other person; and they are not related by 
blood closer than would bar them from being legally married in the State of Arizona.

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B. 
Accrual: 
 
1. Effective July 1, 2026, employees will accrue sick time as follows.  See Management Policy 
400 – Timekeeping and Leave Administration for the pro-rated grant schedule for new hires. 
 
a. 
Full-Time: 
 
Two (2) hours per pay period 
 
An additional forty-four (44) hours will be granted on January 1 of each year, 
or a prorated amount on date of hire for new hires.   
 
Total combined accrued and granted hours will not exceed ninety-six (96) 
hours in a calendar year. 
 
b. 
Sworn Fire Personnel Working A Twenty-Four (24)-Hour Shift: 
 
Two point eight (2.8) hours per pay period 
 
An additional sixty-one point six (61.6) hours will be granted on January 1 of 
each year, or a prorated amount on date of hire for new hires 
 
Total combined accrued and granted hours will not exceed one hundred thirty-
four point four (134.4) hours in a calendar year. 
 
c. 
Sworn Fire Personnel Working A Twelve (12)-Hour Shift: 
 
Two point one (2.1) hours per pay period 
 
An additional forty-six point two (46.2) hours will be granted on January 1 of 
each year, or a prorated amount on date of hire for new hires 
 
Total combined accrued and granted hours not to exceed one hundred point 
eight (100.8) hours in a calendar year. 
 
d. 
Benefited Part-Time:  
 
Forty-eight (48) hours will be granted on January 1 of each year, or a prorated 
amount on date of hire for new hires. 
 
e. 
Non-benefited and Seasonal: 
 
Forty (40) hours will be granted on January 1 of each year, or a prorated 
amount on date of hire for new hires. 
 
2. 
Effective July 1, 2026, full-time employees accrue sick time once they have met a 
minimum number of hours in a biweekly pay period.  This hourly requirement may be 
satisfied through any combination of hours worked and paid time off.  At the beginning of 
employment, if an employee works less than the minimum number of hours in their first 
pay period, they will not accrue sick time for that pay period and will begin accruing on the 
next pay period provided the minimum number of hours is reached.  The minimum number 
of hours is as follows: 
 
a. Full-time employees must meet a minimum of sixty-five (65) hours in a biweekly 
pay period; 
 
b. Sworn Fire personnel working a twenty-four (24)-hour shift must meet a minimum 
of fifty-four (54) hours in a biweekly pay period; 
 
c. Sworn Fire personnel working a twelve (12)-hour shift must meet a minimum of 
forty point five (40.5) hours in a biweekly pay period.

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3. 
Full-time and benefited part-time employees may begin using sick time hours upon 
accrual. 
 
4. 
Non-benefited and seasonal employees cannot begin using sick time hours until the 
ninetieth (90th) calendar day after their date of hire.  These employees can use up to a 
maximum of forty (40) paid sick time hours per calendar year. The ninety (90)-day waiting 
period does not apply to returning/reactivated non-benefited/seasonal employees, nor 
does it apply to non-benefited/seasonal employees who met the 90-day waiting period 
prior to separation and are rehired within nine (9) months of separation. 
 
5. 
Former employees who are rehired within nine (9) months of separation with previously 
accrued sick time that had not been used or paid out shall have their sick time balance 
restored upon rehire.  Employees rehired within nine (9) months of separation and within 
the same calendar year as their date of separation will not receive a prorated grant on 
date of rehire.  Employees rehired within nine (9) months of separation and within the 
following calendar year after date of separation will receive a prorated grant on date of 
rehire.  (See Management Policy 400– Timekeeping and Leave Administration for the pro-
rated grant schedule for new hires.)  (See also Sections 250.E and 423.D.) 
 
6. 
Returning/reactivated non-benefited and seasonal employees who return to work within 
the same calendar year as last day worked/date of inactivation will not receive an 
additional grant upon return.  Returning/reactivated non-benefited and seasonal 
employees who return to work in a subsequent calendar year, will receive a full grant (not 
pro-rated) on the date of their return to work. 
 
C. 
Conversion of Sick Time to Vacation Time: 
    
Unused accrued sick time is carried over from year to year with no cap, subject to the limitations 
on usage.  However, employees may elect to convert sick to vacation time under the following 
circumstances: 
 
 
1. 
Full-time employees with a balance of four hundred eighty (480) hours can elect to convert 
50% of future accrued sick time hours to vacation time.   
2. 
Full-time employees with a balance of one thousand forty (1,040) unused sick time hours 
can convert 100% of sick time hours accrued above 1,040 unused sick time hours to 
vacation time. 
3. 
Part-time benefited employees with a balance of two hundred forty (240) hours can elect 
to convert 50% of future accrued sick time hours to vacation.   
 
4. 
Part-time benefited employees with a balance of five hundred twenty (520) unused sick 
time hours can convert 100% of sick time hours accrued above 520 unused sick time 
hours to vacation time.  
 
5. 
Sworn Fire personnel working a twenty-four (24)-hour shift with a balance of six hundred 
seventy-two (672) hours can elect to convert fifty percent (50%) of future accrued sick time 
hours to vacation.   
 
6. 
Sworn Fire personnel working a twenty-four (24)-hour shift with a balance of one thousand 
four hundred fifty-six (1,456) unused sick time hours can convert one hundred percent 
(100%) of sick time hours accrued above one thousand four hundred fifty-six (1,456) 
unused sick time hours to vacation time.

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7. 
Sworn Fire personnel working a twelve (12)-hour shift with a balance of five hundred and 
four (504) hours can elect to convert fifty percent (50%) of future accrued sick time hours 
to vacation.   
 
8. 
Sworn Fire personnel working a twelve (12)-hour shift with a balance of one thousand 
ninety-two (1,092) unused sick time hours can convert sick time hours accrued above one 
thousand ninety-two (1,092) unused sick time hours to vacation time. 
 
9. 
Part-time non-benefited and seasonal employees are not allowed to convert any accrued 
sick time hours to vacation time.     
 
Employees who elect to convert sick time to vacation time in accordance with this subsection are 
required to execute the Sick Time Conversion Election Form. 
 
If elected, an employee’s sick time shall be converted to vacation time on the basis of one (1) 
hour of vacation time for every one (1) hour of excess sick time accrued according to the hours 
listed above.   
 
If an employee’s balance exceeds the above-referenced applicable amount, and the employee 
elects to convert the excess sick time to vacation time, the option to convert in accordance with 
this section is only available for newly accrued hours after the election is effective.   
  
D. 
Payment at Retirement :   
 
 
A regular full-time or benefited part-time employee who retires from City of Mesa employment 
shall be compensated for accumulated sick time hours (rounded to the next fifteen (15) minute 
increment) at the employee’s effective hourly rate, as follows:   
 
1. A covered sworn PSPRS member: 
 
Years of Service Percentage 
Paid 
Maximum Payout Hours 
0-19.99  
50% 
 520 hours for full-time employees  
 260 hours for benefited part-time employees  
 728 hours for Fire personnel working a 24-hour shift  
 546 hours for Fire personnel working a 12-hour shift 
20-21.99 
60% 
 624 hours for full-time employees  
 312 hours for benefited part-time employees  
 936 hours for Fire personnel working a 24-hour shift  
 655.2 hours for Fire personnel working a 12-hour shift 
22-24.99 
80% 
 832 hours for full-time employees  
 416 hours for benefited part-time employees  
 1,164.8 hours for Fire personnel working a 24-hour shift 
 873.6 hours for Fire personnel working a 12-hour shift 
25 + 
100% 
 1040 hours for full-time employees  
 520 hours for benefited part-time employees  
 1456 hours for Fire personnel working a 24-hour shift  
 1092 hours for Fire personnel working a 12-hour shift

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2. All other benefited employees: 
 
Years of 
Service 
Percentage 
Paid 
Maximum Payout Hours 
0-19.99  
50% 
 520 hours for full-time employees  
 260 hours for benefited part-time employees  
20-24.99 
60% 
 624 hours for full-time employees  
 312 hours for benefited part-time employees  
25-29.99 
80% 
 832 hours for full-time employees  
 416 hours for benefited part-time employees  
30 + 
100% 
 1040 hours for full-time employees  
 520 hours for benefited part-time employees  
 
3. Years of service will be calculated using one of the following formula(s): 
 
a) For any member who has not previously retired from the City of Mesa, years of service 
shall be calculated from the original hire date for all periods of employment in a benefited 
position. In the event of a break in service, service shall be calculated based on the 
original hire date and the rehire date, excluding any period of separation and any time 
not served in a benefited position. 
b) For any member who has previously retired from the City of Mesa and received a sick 
leave payout, years of service for purposes of any subsequent benefit shall be 
calculated from the rehire date in a benefited position. A member shall not be eligible to 
receive a second sick leave payout within the same retirement system; eligibility for any 
subsequent payout requires rehire into a different retirement system. 
E. 
Payment at Death:   
 
Upon the death of a regular full-time or benefited part-time employee, the City will pay 
accumulated sick time hours (rounded to the next fifteen (15) minute increment) at the employee’s 
effective hourly rate, as follows: 
 
1. When the employee dies while acting within the course and scope of City employment, at 
the percentage rate of one hundred percent (100%). 
 
2. For all other circumstances of death, at the percentage rate of fifty percent (50%). 
 
F. 
Payment at Separation:  An employee who separates from City of Mesa employment for any 
reason other than retirement or death, as described in Subsections D and E, shall forfeit all 
accumulated sick time 
 
 
G. 
Use of Sick Time:  
 
1. 
   Employees shall be allowed to use earned paid sick time for the reasons listed in Section 
423.A.1. 
 
2. 
Sick time can be used in one-quarter (¼) hour increments.

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3.     
Requests to use sick time must be submitted to the employee’s supervisor.  Whenever 
possible, the request shall include the expected duration of the absence. 
 
4.     
When the use of sick time is foreseeable, the employee shall make a good faith effort to 
provide advance notice and shall make a reasonable effort to schedule the time in a 
manner that does not unduly disrupt operations. 
 
5.     
When the use of sick time is not foreseeable, the employee must notify the immediate 
supervisor at least one-half (½) hour prior to the beginning of the work shift, unless the 
employee is unable to do so due to circumstances beyond the employee’s control.  Failure 
to report within the specified time period may result in the employee being docked a day's 
pay and subjected to disciplinary action.     
 
6.        Employees are not required to find a replacement worker to cover the hours during which 
the employee is using paid sick time. 
 
7. 
The use of paid sick time under this section cannot count as an absence that may lead to 
or result in discipline or any other adverse employment action.  
 
8.   
For paid sick time absences of three (3) or more consecutive workdays, a Department 
Director (or designee) or City Manager designee may require reasonable documentation 
that the paid sick time has been used for a reason set forth under Section 423.A.1. 
Documentation signed by a health care professional indicating the time is necessary shall 
be considered reasonable documentation for purposes of this section. 
 
 
 
In cases of absences due to domestic violence, sexual violence, abuse or stalking, the 
following types of documentation selected by the employee shall be considered 
reasonable:        
 
a. 
A police report indicating that the employee or the employee’s family member was 
a victim of domestic violence, sexual violence, abuse or stalking; 
 
b. 
A protective order; injunction against harassment; a general court order; or other 
evidence from a court or prosecuting attorney that the employee or employee’s 
family member appeared, or is scheduled to appear, in court in connection with an 
incident of domestic violence, sexual violence, abuse or stalking; 
 
c. 
A signed statement from a domestic violence or sexual violence program or victim 
services organization affirming that the employee or employee’s family member is 
receiving services related to domestic violence, sexual violence, abuse or stalking; 
 
d. 
A signed statement from a witness advocate affirming that the employee or 
employee’s family member is receiving services from a victim services 
organization; 
 
e. 
A signed statement from an attorney, member of the clergy, or a medical or other 
professional affirming that the employee or employee’s family member is a victim 
of domestic violence, sexual violence, abuse or stalking; or 
 
f. 
An employee’s written statement affirming that the employee or the employee’s 
family member is a victim of domestic violence, sexual violence, abuse, or stalking,

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and that the time was taken for one of the reasons set forth in Section 423.A.1.e. 
The employee’s written statement, by itself, is reasonable documentation for 
absences under this paragraph.  The written statement does not need to be in an 
affidavit format or notarized but shall be legible if handwritten and shall reasonably 
make clear the employee’s identity, and if applicable, the employee’s relationship 
to the family member. 
 
A supervisor may not require that the documentation provided under this subsection 
explain the nature of the health condition or the details of the domestic violence, sexual 
violence, abuse or stalking. 
 
9. 
For all absences listed in Section 423.A.1 sick time will be used first; followed by, if needed 
and with supervisor approval, other forms of paid time off or dock status.  For FMLA-
related absences, See Management Policy 345 - Family Medical Leave Act (FMLA) for 
use of time. 
 
10. 
For non-workplace injuries or illnesses, a Department Director (or designee) or City 
Manager designee may require an employee receive a medical examination by a licensed 
health care practitioner designated by the City Manager or designee.  If the initial 
examination occurs on a scheduled workday, the employee shall be paid for their time 
including travelling to and from the examination (contact Time & Labor for the appropriate 
pay code).  All related medical expenses resulting from the initial exam are paid by the 
employee’s department.  The employee is responsible for the payment of all other related 
medical expenses if additional treatment is required.  If the licensed health care 
practitioner determines that the employee should not work due to illness or injury, the 
Department Director (or designee) or City Manager designee may place the employee on 
sick time, or if the employee's sick time is exhausted, on leave without pay.  If the licensed 
health care practitioner determines that the employee cannot perform the essential 
functions of their regular class, the employee may be transferred to a class for which the 
employee is suited or a reasonable accommodation may be made for the employee.  The 
Department Director (or designee) or City Manager designee may require the employee 
to obtain approval from the licensed health care practitioner prior to the employee's 
returning to work or returning to their former class.   
 
 
11.  
A Department Director (or designee) may send home an employee who is ill at work.  In 
these instances, sick time will be used first, followed by, if needed and with supervisory 
approval, other forms of paid time off or dock status.   
 
H. 
Confidentiality and Nondisclosure:  A supervisor may not require disclosure of details relating 
to domestic violence, sexual violence, abuse or stalking or the details of an employee’s or an 
employee’s family member’s health information as a condition of providing earned paid sick time. 
If a supervisor possesses health information or information pertaining to domestic violence, sexual 
violence, abuse or stalking about an employee or employee’s family member, such information 
shall be treated as confidential and not disclosed except to the affected employee or with the 
permission of the affected employee. 
 
I. 
Advancement and Transfer:  Sick time shall not be advanced to an employee, and sick time 
cannot be transferred between employees. 
 
J. 
No Retaliation or Discrimination:  Retaliation or discrimination against an employee or former 
employee for the proper use of sick time is unlawful and strictly prohibited.

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SECTION 424.  BEREAVEMENT TIME 
 
A. 
Authority:  Regular or probationary full-time employees and benefited part-time employees may 
be granted paid bereavement time due to a death in the employee's immediate family.  
 
B. 
Definition:  For the purpose of this Section the term immediate family means the employee's 
spouse, committed partner, child, stillborn child, stepchild, mother, father, sister, brother, mother-
in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, step-parent, step-
parent-in-law, grandparent, grandchild, aunt, uncle, and former legal guardian, or a minor child or 
an adult for whom the employee is a legal guardian.  For purposes of this section, a committed 
partner is an individual who meets the definition of committed partner as described in the City of 
Mesa Health Plan Document (whether covered in the Health Plan or not).     
 
C. 
Amount of Time:  For full-time employees, an absence up to fifty (50) work hours will be allowed 
for bereavement time to provide an employee time to grieve, which includes attending and/or 
preparing for funerals/memorial services.  Forty (40) work hours will be paid as bereavement time; 
however, the additional ten (10) hours, if taken, will be charged to any paid or unpaid time off 
category at the employee’s discretion.  For sworn Fire personnel working a twenty-four (24) hour 
shift, an absence of up to forty-eight (48) work hours (two [2] work shifts) will be allowed and paid 
as bereavement time to provide an employee time to grieve, which includes attending and/or 
preparing for funerals/memorial services. For sworn Fire personnel working a twelve (12)- hour 
shift, an absence of up to thirty-six (36) work hours (three [3] work shifts) will be allowed and paid 
as bereavement time to provide an employee time to grieve, which includes attending and/or 
preparing for funerals/memorial services. 
 
For benefited part-time employees, up to twenty-five (25) work hours will be allowed for 
bereavement time to provide an employee time to grieve, which includes attending and/or 
preparing for funerals/memorial services. 
 
Up to twenty (20) work hours will be paid as bereavement time; however, the additional five (5) 
hours, if taken, will be charged to any paid or unpaid time off category at the employee’s 
discretion. 
SECTION 425.  INDUSTRIAL INJURY PROGRAM - WORKERS’ COMPENSATION LEAVE 
(See Management Policy 346 - Industrial Insurance Program [IIP])  
 
A. 
General:  An employee who sustains a job-related disability that is compensable under the 
Workers’ Compensation Law may be placed on the Industrial Insurance Program.  This program 
is an additional benefit offered by the City of Mesa and will supplement the Workers’ 
Compensation wages as established by state statute for a period of time established by the City 
of Mesa and state statute.  During the period of job-induced disability, the employee's vacation 
and sick time accrual shall be frozen (See Sections 422 and 423 regarding accruals) and step 
pay increases shall not be granted.  If the employee returns to work and must go back on Workers’ 
Compensation at a later date due to the same injury, the employee's benefits will be based on the 
pay range and step at the time of the original injury. 
 
B. 
Absence From Work:  An employee who is absent from work due to an industrial injury will have 
this time designated as Family Medical Leave (See Management Policy 345 - Family Medical 
Leave Act [FMLA])

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C. 
Holiday pay will be paid to employees who are receiving industrial dock pay, however, employees 
will not receive the holiday premium (time and one-half [1-½]). 
SECTION 426.  JURY DUTY OR WITNESS TIME 
 
A full-time or benefited part-time employee who is subpoenaed as a witness or summoned for jury duty 
for matters unrelated to or not arising from the employee’s performance of official duties, must notify their 
supervisor of the subpoena or summons in advance of the performance of this duty.  For all time that the 
employee is absent from work, the City will pay the employee at their effective hourly rate.  Documentation 
is required for a summons or subpoena.  All eligible employees (including benefited part-time employees 
and employees working an alternative work schedule) only receive jury duty or witness time if summoned 
on a scheduled workday/hours.  The employee may retain any travel pay received.  
SECTION 427.  MILITARY LEAVE 
 
The City of Mesa complies with the requirements of the Uniformed Services Employment And 
Reemployment Rights Act (USERRA).  The City Manager may amend the benefits extended by this policy 
that go beyond those required by USERRA.  (See Management Policy 338 - Military Leave) 
 
SECTION 430. 
RESERVED 
SECTION 440.  SPECIAL LEAVES 
 
A. 
A  special leave is either:  any authorized absence from work in excess of thirty (30) consecutive 
calendar days that is not covered by the Family Medical Leave Act (FMLA), Crime Victims’ Rights 
Act, Military Leave, or any additional authorized time-off required after exhaustion of FMLA.  
Special leave includes but is not limited to extended use of paid and unpaid time off; leave for a 
non-FMLA eligible employee; or leave for a non-FMLA eligible circumstance.  Special leaves may 
be for a medical or non-medical reason. 
 
B. 
Approval:  Special leaves must be approved in advance and in writing by the City Manager, 
Assistant City Manager, Deputy City Manager, or City Manager designees who are not the 
Department Director. 
 
C. 
Use of Time:  An employee may be required to exhaust any available paid time off  categories 
prior to using unpaid time.   
 
D. 
Return to Work:  Where a special leave is granted for a non-ADA Qualifying Condition, an 
employee who is able to return to work after a period of special leave is entitled to a position in 
the class held at the start of the special leave, if such a position is available and funded.  If such 
a position is not available and funded, the employee may be terminated.  Positions will be held 
open when a special leave is approved for an ADA qualifying condition.  (See Management Policy 
318 - Reasonable Accommodations for Disabled Workers) 
SECTION 450.  FAMILY AND MEDICAL LEAVE 
 
The City of Mesa supports and complies with the Federal Family And Medical Leave Act of 1993 (FMLA), 
as amended.  The City Manager may amend the benefits extended by this policy that go beyond those 
required by FMLA.  (See Management Policy 345 - Family Medical Leave Act [FMLA])

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SECTION 460.  CRIME VICTIM RIGHTS ACT  
 
Eligibility:  Pursuant to ARS §8-420 and ARS §13-4439, all City employees who have been the victim 
of a crime or a juvenile offense will be granted leave to attend certain court proceedings. (See 
Management Policy 344 - Victim Leave) 
 
SECTION 470.  SHORT-TERM DISABILITY BENEFIT  
 
A. 
General:  A full-time or benefited part-time employee who has enrolled in and is current on paid 
premiums for short-term disability coverage may claim a short-term disability benefit when off 
work due to their own covered illness or injury for longer than the policy elimination period.  The 
employee shall use sick time first, followed by vacation time (or other applicable paid time off 
category associated with the employee’s circumstances) if needed during the elimination period.  
If the employee is eligible for FMLA leave, short-term disability benefits (including the elimination 
period) are concurrent with FMLA Leave  (See Section 450).  If the employee is not eligible for 
FMLA leave, the employee may be approved for leave as a reasonable accommodation (See 
Management Policy 318 – Reasonable Accommodation).  At the start of short-term disability 
benefit payments, the employee’s remaining sick and vacation accruals will be frozen.  An 
employee cannot receive paid time off for the same period of time during which they receive short-
term disability benefits.  Employees may not use the short-term disability benefit to care for a 
family member. 
 
B. 
Eligibility:  A full-time or benefited part-time employee must be enrolled in and accepted by the 
short-term disability carrier prior to their disability effective date to be eligible to use this benefit.  
Program eligibility is determined by the contracted provider and not the City of Mesa. 
 
C. 
The short-term disability benefit is for a period not to exceed six (6) months after the elimination 
period. 
SECTION 480.  INSURANCE PROGRAMS - HEALTH & WELFARE  
 
A. 
Eligibility:  All regular full-time employees are eligible to participate in the health and welfare 
insurance and self-insurance programs offered by the City. (See Plan Document on the Internet 
– Benefits link) 
 
B. 
All benefited part-time employees are eligible to participate in the self-insurance and insurance 
health care programs, and some of the welfare benefit programs offered by the City.  (See Plan 
Document on the Internet - Benefits link for eligibility and other coverage provisions and 
Management Policy 320 - Benefited and Non-Benefited Part-Time Employee Benefits) 
 
C. 
Employees without a paycheck or in receipt of a paycheck that is insufficient to cover all owed 
insurance premiums are responsible for the payment of the employee portion of the insurance 
premiums for the coverage they desire.  Employees will be invoiced by, and must make payments 
directly to, the Payroll Office when due. Failure to make timely payments may result in termination 
of coverage and loss of any COBRA continuation privileges (or life insurance portability or 
conversion privileges) that might otherwise apply to a termination of coverage and collections 
proceedings by the City to obtain payment.  Employees may also be responsible for reimbursing 
the appropriate health plan and/or insurance carriers for benefit payments made for services 
incurred and claimed (for self and/or family members) after the coverage termination effective 
date.

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SECTION 490.  TRAINING PROGRAMS 
 
A. 
Responsibility:  Department Directors, City Manager designees, and the Human Resources 
Director have joint responsibility to ensure that all eligible employees receive necessary training. 
Supervisors, Department Directors, and City Manager designees have the responsibility to utilize 
the Employee Development Guide(provided by the Human Resources Employee Development 
Office) to ensure employees complete required training courses within stipulated time frames.  
 
Supervisors should encourage and provide employees sufficient opportunity to attend courses as 
recommended by the Guide, which will further enhance competencies, knowledge, skills, and 
abilities. 
 
B. 
Required Training: The City shall pay all approved costs associated with the attendance by an 
employee at any course, seminar, workshop, etc., required of the employee.  The employee shall 
not be charged any paid or unpaid time off categories while in attendance at such a course but 
shall be considered to be on duty while at the course or proceeding to or from the course. 
 
C. 
Temporary agency workers (with the exception of interns) and contract workers are generally not 
eligible to take City training classes. Seasonal City employees are generally not eligible to take 
City training classes unless required by the City or requested by the supervisor.  Volunteers may 
take City training classes on a “space available basis”.

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CHAPTER 5:  CONDITIONS OF EMPLOYMENT 
SECTION 510.  STANDARDS OF CONDUCT 
 
A. 
General:  In addition to the conduct prohibited to all Arizona public employees by ARS §38-501  
through ARS §38-505, and ARS §38-532, a violation of the Standards of Conduct listed in 
Subsection B below, or Article IX, Section 902, of the Mesa City Charter, is cause for discipline 
or dismissal of a City employee.  (See also Section 820.F Dismissal) 
 
B. 
Causes for Discipline:  
 
1. 
Incompetence or inefficiency in the performance of duties. 
 
2. 
Abusiveness or discourtesy in demeanor, language, or conduct to the public, wards of the 
City, or fellow employees.  
 
3. 
Violation of any policy or procedure, lawful or official regulation or order, or failure to obey 
any lawful and reasonable direction given by the employee's superior officer or supervisor. 
 
4. 
 Violating the City’s policy on Alcohol and Drug Free Workplace (see Management Policy 
316) or implementing procedures (see MP 316 Procedures).   
 
5. 
Accepting a bribe in the course of work or in connection with it. 
 
6. 
Using, threatening to use, or attempting to use undue influence, extortion, or blackmail in 
securing employment benefits or advantages for the employee or any other person. 
 
7. 
Conduct of a type that will bring discredit or embarrassment to the City. 
 
8.  
a. 
A felony conviction.  
b. 
Failure to report any felony or misdemeanor conviction.  
c. 
Failure to report any felony arrest. 
d. 
A misdemeanor conviction, depending on the severity and nature of the 
conviction.   
 
Employees are required to notify their chain of command upon the start of the employee’s 
next scheduled workday following the conviction or arrest.     
. 
 
 
9. 
Knowingly or intentionally falsifying City documents or records, making false, incomplete, 
or misleading statements to any individual, or using fraud to secure an appointment with 
the City. 
 
10. 
Causing bodily injury to person(s), theft of or damage to public property, or wasting public 
supplies due to negligence or willful misconduct. 
 
11. 
Being absent from duty without authority. 
 
12. 
Engaging in outside business activities on City time or using City property for personal use 
unless authorized by written City or departmental administrative policy.

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13. 
Engaging in workplace discrimination, harassment, or retaliation in violation of 
Management Policy 308 – Workplace Discrimination and Harassment.  
 
14. 
Failure to maintain minimum standards, licenses, or qualifications required for any 
position. 
 
15. 
Failure of an employee to operate a City vehicle in a safe and lawful manner.  Disciplinary 
action for moving violations received will be based upon the severity of the moving 
violation and the number of violations in a one (1) year period. 
 
16. 
Knowingly destroying, deleting, or altering documents (including e-mail or computer files) 
that are related to an investigation. 
SECTION 520.  WORK RULES 
 
A. 
Work Week:  The work week for all employees is the period of seven (7) consecutive days starting 
Monday at 12:00 a.m. and ending Sunday at 11:59 p.mThe standard work week for full-time 
employees, shall be forty (40) hours per week (see work period for sworn Fire personnel working 
a twenty-four (24)-hour shift). 
 
B. 
Work Period:  The work period for all sworn Fire personnel working a twenty-four (24)-hour shift 
is a period of twenty-seven (27) days, starting at 12:00 a.m. on day one (1) and ending at 11:59 
p.m. on day twenty-seven (27). The work period for all sworn Fire personnel working a twelve 
(12)-hour shift is a period of twelve (12) days, starting at 12:00 a.m. on day one (1) and ending at 
11:59 p.m. on day twelve (12). 
 
C.  
Pay Period:  A pay period is defined as two (2) work weeks.  Paychecks are issued for the two 
(2) weeks that ended at midnight the previous Sunday in accordance with ARS §23-351.  
 
D. 
Rest Periods:  Each employee may have one (1) separate rest period of fifteen (15) minutes, 
each four (4) hour period during the workday, which shall be counted as time worked.  Rest 
periods shall not be combined so as to provide an extended rest period or meal break or to shorten 
the workday unless approved by the Assistant City Manager, Deputy City Manager, or City 
Manager designee due to operational needs.  If an employee is required to work during either or 
both of the normal rest periods, the time worked shall not be considered as qualifying for overtime 
or compensatory time.   Supervisors will determine the rest period schedule.  Reasonable break 
times will be afforded to nursing mothers in accordance with the mandates of the Patient 
Protection and Affordable Care Act. 
 
E. 
Meal Breaks:  Unless otherwise stated by department regulations, each full-time employee shall 
receive a meal break, which shall normally be thirty (30) minutes to one (1) hour each day.  The 
employee shall not be paid for the meal break and is not subject to recall for duty during this 
period.  If it is determined to be in the best interest of the City government, the City Manager or 
designee may authorize some employees to eat a meal during the hours of work.  In such 
instances the employee is subject to recall at any time and must not leave the work premises 
unless authorized.  Supervisors will determine the meal break length and schedule. 
 
F.   
The City reserves the right to establish an employee’s work schedule in accordance with 
operational needs.

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SECTION 530.  PERFORMANCE EVALUATIONS 
 
A. 
General:  Each City employee shall receive a performance appraisal as scheduled in Subsection 
B below.  The performance appraisal will be accomplished on forms approved by the Human 
Resources Director. (See Management Policy 300 - Performance Appraisal Program and 
Procedures Manual) 
 
B. 
Frequency:  Performance appraisal reports shall be completed two (2) weeks prior to the 
completion of any probation, and two (2) weeks prior to any scheduled step pay increase.  All 
appraisals shall be forwarded to the Human Resources Department for inclusion in the 
employee’s personnel file.  All employees shall be evaluated at least once per year.   
 
C. 
Rating Authority:  An employee's supervisor shall be that employee's rating authority.  
 
D. 
Reviewing Authority:  The head of each department is designated as the official reviewing 
authority. 
 
E. 
Review:  Each employee shall be allowed to review the completed appraisal form.  The employee 
shall sign the appraisal to acknowledge receipt and shall receive a copy of the completed 
appraisal.  The original copy of all appraisal forms shall be submitted to the Human Resources 
Director for filing in the employee's personnel file.  (See Management Policy 300 - Performance 
Appraisal Program And Procedures Manual) 
 
 
The employee shall be given three (3) working days after signing the appraisal to make comments 
on the form.  In cases of employee illness or other extenuating circumstances, the supervisor may 
allow more time for comments. 
 
F. 
Grievance: If an employee receives a performance appraisal that results in the denial of a step 
pay  increase, the employee may submit a grievance as provided for in  Chapter 7.  
 
SECTION 540.  PROBATION 
 
A. 
Types of Probation:  The types of probation allowed in City of Mesa employment are initial 
regular probation and disciplinary probation. 
 
B. 
Part-Time, Grant-Funded, and Project-Funded to Full-Time Employment: 
   
1. 
Part-time non-benefited employees reclassified to a full-time classification shall serve an 
initial regular probation as specified in Subsection C below. 
 
2. 
If a part-time benefited, grant-funded, or project-funded employee moves into a classified 
full-time position within the same department after one (1) year, the employee will not have 
to serve initial regular probation if the most recent performance appraisal review was 
successful.  
 
If a part-time benefited, grant-funded, or project funded employee moves into a classified, 
full-time position in a different department, the employee will serve a six- (6) month initial 
regular probation period from the date of the change to classified status, which cannot be 
extended. 
 
3. 
If the movement into a classified position occurs prior to one year, the employee will serve 
a twelve-(12) month initial regular probation from the date of the change to classified

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status.   
  
C. 
Initial Regular Probation: 
 
1. 
Duration:  The duration of initial regular probation shall be: 
 
a. 
Eighteen (18) months for Police Officer-Recruits required to attend a Police 
Training Academy and Public Safety Telecommunicators. 
b. 
Fifteen (15) months for Police Officers who are lateral entry candidates at the time 
of their entrance and who are not required to attend a Police Training Academy. 
c. 
Twelve (12) months from the date of reclassification from Firefighter Recruit to 
Firefighter upon completion of the Fire Training Academy and receipt of required 
certifications.  
d. 
Twelve (12) months for all other full-time employees not referenced in Section 540 
B.2 and 540.C.1. a, b, and c above. 
 
2. 
Extensions:  Initial regular probation may be extended one (1) time in writing with the 
approval of the Department Director or City Manager designee.  The extension shall not 
exceed the original probation period.  
 
 
The probationary period shall be extended for the corresponding period for which the 
probationary employee is absent from work for any reason for thirty (30) or more 
consecutive working days.  Absences for less than thirty (30) working days shall not extend 
the initial regular probation period. 
 
b. 
Completion of Probation:  A performance rating that satisfies the requirements of the 
department on the final evaluation shall confirm the probationer to regular City of Mesa 
employment status after the completion of the required probationary period.  An employee 
placed on initial regular probation shall receive a written performance evaluation prior to 
the end of the probation period.   
 
If the completed probationary evaluation is not reviewed by the probationer by the last day 
of the probation period, the probationer will be considered to have successfully completed 
probation. 
 
c. 
If the Department Director or City Manager designee determines at any time during an 
initial regular probationary period that the services of the probationary employee are no 
longer required for any reason, or for no reason, the employee may be dismissed without 
the right of appeal.  The employee shall be provided a copy of the Notice of Dismissal. 
 
D. 
Disciplinary Probation: (See also Section 820.B) 
 
1. 
The Department Director or City Manager designee (or authorized representative) may 
place an employee on probation for a disciplinary purpose.  Disciplinary probation will be 
twelve (12) months and cannot be extended beyond its original length. A Department 
Director can remove the employee from disciplinary probation early, if warranted. 
 
2. 
Disciplinary probation will be based on infractions as outlined in Section 510.  Disciplinary 
probation is intended to notify the employee that any act(s) by the employee, which could 
result in further disciplinary action, occurring while the employee is on disciplinary 
probation, may be grounds for involuntary demotion or dismissal.

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3. 
While on disciplinary probation, an employee will not be allowed to compete for any 
promotion or any promotional testing but may apply and be considered for positions that 
would be a demotion or a lateral transfer to a position at the same pay range as the 
employee’s current position with City Manager Designee approval. The salary will be set 
by the department at a rate no more than the current salary and no more than five percent 
(5%) below that salary.  The employee's salary will be frozen for the duration of the 
probation period.  
 
4. 
If an employee’s step pay review falls during the disciplinary probation period the review 
may take place, but no step pay increase will be granted.  The step pay performance 
appraisal may be deferred until such time as the employee is removed from disciplinary 
probation status. The rater may complete the evaluation and indicate step pay denied (at 
which time the employee will not be eligible for the step pay increase until the end of the 
disciplinary probation if the employee has a successful performance appraisal).   
 
SECTION 550.  ALCOHOL AND DRUG TESTING 
 
The City will conduct alcohol and drug testing under all circumstances required by federal or state law.  
In addition, the City may conduct substance abuse testing  when permitted by law.  This may include, but 
not be limited to:  pre-employment or pre-placement testing, reasonable suspicion  testing, random 
testing, post-accident testing, and follow-up testing.  (See Management Policy 316 - Alcohol and Drug 
Free Workplace Program) 
SECTION 560:  ADMINISTRATIVE LEAVE 
 
A. 
Authority:  A Department Director or designee or City Manager designee may place an employee 
on administrative leave. 
B. 
Duration:  Administrative leave shall not extend beyond ninety (90) days without notification to 
the City Manager (or designee), Assistant City Manager, or Deputy City Manager.  For the length 
of administrative leave the City will pay the employee at their effective hourly rate.   
 
C. 
Chargeability:  The time will be charged to administrative leave.

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CHAPTER 6:  CHANGES IN ASSIGNMENT 
SECTION 610.  PROMOTION 
 
A. 
Eligibility:   
 
1. 
Promotional examinations are open to all City of Mesa employees who meet the minimum 
qualifications, except that an employee who is on disciplinary probation may not compete 
in a promotional examination during the probationary period.  This limitation may be 
waived by the Assistant City Manager, Deputy City Manager, or City Manager designee 
with approval of the Human Resources Director and the City Manager. 
 
2. 
If two (2) or more qualified employees apply for a promotional opening, the Human 
Resources Director may require a competitive examination to determine the best qualified 
candidate. 
 
B. 
Step Pay Review Date:  Upon promotion an employee shall remain on the common review cycle.  
SECTION 620.  TRANSFER 
 
A. 
Intra-Department Transfer:  A Department Director or City Manager designee, after review by 
the Human Resources Director, may transfer an employee to a different position within the 
department at the same pay range. 
 
B. 
Inter-Department Transfer:  An employee may be transferred to a different position in the same 
pay range in another department with the approval of both Department Directors.  Approval by 
the Assistant City Manager, Deputy City Manager or City Manager designee is required if the 
transfer includes a promotional increase above the midpoint of the range.  
 
C. 
Reason for Transfer:  An employee may be transferred at the employee's request, for the 
convenience of the City, or because the employee is no longer capable of performing the functions 
of the position. 
 
D. 
Qualifications:  A transferred employee must meet the minimum qualifications for the class to 
which the employee may be transferred. 
 
E. 
Multiple Requests:  If two (2) or more employees request transfer to the same vacant position 
not in their department, the Human Resources Director may require examination in the same 
manner as for promotional vacancies.  If an employee requests a transfer for which the employee 
is qualified and such a position is not open, the employee's name may be placed on an 
employment list for that classification. 
SECTION 630.  SPECIAL ASSIGNMENT 
 
A. 
Authority:  A Department Director or City Manager designee may place an employee on special 
assignment for assuming higher level job responsibilities than normally covered by the 
employee's job classification.   
 
B. 
Duration:  Special assignments shall not extend beyond a period of twelve (12) months.  
Requests for an extension of up to an additional twelve (12) months shall be reviewed and

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approved by the City Manager, City Manager designee, Assistant City Manager, or Deputy City 
Manager.  Special assignments may be revoked at any time at the discretion of the City Manager, 
City Manager designee, Assistant City Manager, or Deputy City Manager.  Revocation is not 
disciplinary and not subject to due process. 
 
C. 
Sworn employees:  Sworn employees serving in a rotational capacity can be placed on special 
assignment for up to two (2) years.  After two (2) years, special assignments will be subject to a 
yearly renewal and approval at the discretion of the City Manager or designee. 
 
D. 
Compensation:  An employee placed on special assignment shall receive a five percent (5%) 
salary increase to compensate the employee for the higher-level work performed.  The City 
Manager, City Manager designee, Assistant City Manager, or Deputy City Manager may authorize 
a salary increase of up to ten percent (10%) as appropriate.   
 
An employee assigned on special assignment for one (1) pay period or less shall receive the 
same salary as before the assignment.  An employee on special assignment for more than one 
(1) pay period may receive a salary at the higher pay range if recommended by the Department 
Director or City Manager designee. 
 
E. 
Step Pay Increases:  During the period of a special assignment, the employee will continue to 
receive step pay increases based on the common review date cycle, if eligible.

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CHAPTER 7:  GRIEVANCE 
  
SECTION 710.  GRIEVABLE AND NON-GRIEVABLE ISSUES 
 
A. 
Grievable Issues 
 
1. 
The interpretation or application of City of Mesa Personnel Rules, Management Policies, 
or individual department rules or policies as to the grieving employee.  
 
2. 
A performance appraisal that results in the denial of a step pay increase. 
 
B. 
Non-Grievable Issues include, but are not limited to: 
 
1. 
Matters related to any retirement system. 
 
2. 
The City’s participation in any insurance program. 
 
3. 
Matters related to any exam process, certification, or appointment. 
 
4. 
Job classifications. 
 
5. 
Disciplinary actions. (Appeal rights related to disciplinary actions are set forth in Chapter 
8.) 
 
6. 
Reductions in Workforce. 
 
7. 
Complaints by at-will employees.  
 
8. 
Any matter not within the City’s control.  
 
9. 
Management rights, including: 
 
a) The right of the City to direct its employees and their work. 
 
b) The City's decision to hire, promote, transfer, assign, and retain employees. 
 
c) The City's right to maintain efficient government operations and to determine the 
methods, means, and personnel by which these operations are to be conducted. 
 
 
 
 
SECTION 720.  GRIEVANCE PROCESS 
 
A. 
An employee wishing to file a grievance shall complete and submit the Notice of Employee 
Grievance Form to the employee’s Department Director, with a copy to the Human Resources 
Director, within fifteen (15) days after the occurrence of the action being grieved.  If the subject of

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the grievance is the Department Director, the employee shall submit the form to the 
Assistant/Deputy City Manager over the department within the same time frame.  If the 
Assistant/Deputy City Manager is the subject of the grievance, the employee shall submit the 
grievance to the City Manager within the same time frame. 
 
B. 
The Department Director (or Assistant/Deputy City Manager, as applicable) shall issue a written 
decision to the employee within thirty (30) days after receipt of the grievance and provide a copy 
of the decision to the Human Resources Director.  The deadline may be extended if circumstances 
arise that preclude a timely decision.  If the grievance is not resolved to the employee’s 
satisfaction, the employee may appeal the decision to the City Manager by submitting the 
grievance to the City Manager, with a copy to the Human Resources Director, within ten (10) days 
of issuance of the original decision.  The City Manager will review the grievance and issue a 
decision in writing, with a copy to the Human Resources Director, within thirty (30) days of receipt 
of the grievance.  This deadline may also be extended if more information is required or if other 
circumstances arise that preclude a timely decision.  The City Manager’s decision is final.

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CHAPTER 8:  CORRECTIVE ACTION AND DISCIPLINE  
SECTION 810.  TYPES OF CORRECTIVE ACTION; NON-DISCIPLINARY AND DISCIPLINARY; 
PROGRESSIVE DISCIPLINE  
 
A. 
Non-Disciplinary Corrective Actions 
 
1. 
Non-disciplinary corrective action consists of verbal counseling, written counseling, and/or 
a corrective action plan.  These forms of corrective action are defined in Management 
Policy 339, Corrective Action and Discipline. 
2. 
Non-disciplinary corrective action can be issued by a supervisor or a manager. 
3. 
Corrective action plans must be signed by the employee (or witness if the employee 
refuses to sign) and are maintained in the employee’s official personnel file. Written 
counselings are maintained in the employee’s workstation file.   
 
B. 
Disciplinary Corrective Actions 
 
 
1. 
Disciplinary corrective action is corrective action in the form of a written reprimand, 
disciplinary probation, suspension, involuntary reduction in pay, involuntary demotion, or 
dismissal from employment.  
 
2. 
Disciplinary corrective action is formal discipline and maintained in the employee’s official 
personnel file. 
 
C. 
Progressive Discipline  
 
Managers and supervisors are encouraged to follow progressive discipline whenever appropriate, 
imposing the lowest level of appropriate discipline and progressing to higher levels for successive 
performance problems or conduct violations.   However, progressive discipline is not required for 
criminal violations, egregious conduct infractions, or extraordinary incompetence in the 
performance of job duties.   
SECTION 820.  DISCIPLINE AGAINST CLASSIFIED (NOT AT-WILL) EMPLOYEES; DUE PROCESS  
 
A. 
Written Reprimand  
 
1. 
Authority:  A written reprimand may be issued to an employee by the employee’s 
Department Director (or designated acting Department Director or Manager) or, if the 
employee is a Department Director by the applicable Assistant/Deputy City Manager, for 
violations of standards of conduct, as set forth in the City Personnel Rules or Management 
Policies, when non-disciplinary corrective action measures have been unsuccessful in 
correcting the conduct, or such measures are not appropriate for the seriousness of the 
issue(s) and more severe discipline is not warranted.  
2. 
Employees are not entitled to a Pre-Deprivation Hearing for a written reprimand. 
 
3. 
Appeals:  An employee may appeal a written reprimand by completing and submitting a 
Notice of Appeal of Written Reprimand Form to the Assistant/Deputy City Manager in the 
employee’s chain of command, with a copy to the Human Resources Director.  If the 
manager that issued the written reprimand is the Assistant/Deputy City Manager, then the

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Notice of Appeal of Written Reprimand must be submitted to the City Manager, with a copy 
to the Human Resources Director.  The form must be received within fifteen (15) days 
after the Written Reprimand is signed by the employee (or witness if the employee refuses 
to sign).  The Assistant/Deputy City Manager (or City Manager when it is the 
Assistant/Deputy City Manager’s decision being appealed) will review the matter and issue 
a decision in writing to the employee within thirty (30) days after the Notice of Appeal of 
Written Reprimand is received.  The Assistant/Deputy City Manager (or City Manager) 
may extend the deadline to rule on the appeal if circumstances arise that preclude a timely 
ruling.  The decision of the Assistant/Deputy City Manager (or City Manager) is final. 
 
B. 
Disciplinary Probation  
 
1. 
  Authority:  An employee may be placed on disciplinary probation for a period of twelve 
(12) months by the employee’s Department Director (or designated acting Department 
Director or Manager) or, if the employee is a Department Director, by the applicable 
Assistant/Deputy City Manager, violations of standards of conduct, as set forth in the City 
Personnel Rules or Management Policies. The Department Director or Assistant/Deputy 
City Manager may remove the employee from disciplinary probation early, if warranted, 
after consultation with the Human Resources Director. Disciplinary probation cannot be 
extended beyond its original length. 
 
2. 
Violations of City Personnel Rules or Management Policies while on disciplinary probation 
may result in further discipline, up to and including dismissal. 
 
3. 
Employees on disciplinary probation are prohibited from competing for any promotion or 
any promotional testing but may apply and be considered for positions that would be a 
demotion or a lateral transfer to a position at the same pay range as the employee’s 
current position with City Manager Designee approval.  
 
4. 
Employees on disciplinary probation are not eligible for step-pay increases. Supervisors 
shall periodically meet with an employee on disciplinary probation to review the 
employee’s performance and progress. Supervisors shall complete the employee’s 
midpoint and annual performance appraisal forms (PAF). Employees on disciplinary 
probation are not eligible for the Common Review Date step increase. The employee will 
be eligible for a step-pay increase at the end of disciplinary probation if the employee 
receives a successful performance appraisal.   
 
5. 
The disciplinary probation form must be signed by the employee (or a witness if the 
employee refuses to sign) and forwarded to the Human Resources Director for inclusion 
in the personnel file. 
 
6. 
Appeals:  An employee may appeal disciplinary probation by completing and submitting a 
Notice of Appeal of Disciplinary Probation Form and submitting it to the Assistant/Deputy 
City Manager in the employee’s chain of command, with a copy to the Human Resources 
Director.  If the manager that issued the disciplinary probation is the Assistant/Deputy City 
Manager, then the Notice of Appeal of Disciplinary Probation must be submitted to the 
City Manager, with a copy to the Human Resources Director.  The form must be received 
within fifteen (15) days after the disciplinary probation is signed by the employee (or 
witness if the employee refuses to sign).  The Assistant/Deputy City Manager (or City 
Manager when it is the Assistant/Deputy City Manager’s decision being appealed) will 
review the matter and issue a decision in writing to the employee within thirty (30) days 
after the Notice of Appeal of Disciplinary Probation is received.  The Assistant/Deputy City

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Manager (or City Manager) may extend the deadline to rule on the appeal if more 
information is required or if other circumstances arise that preclude a timely ruling.  The 
decision of the Assistant/Deputy City Manager (or City Manager) is final. 
  
C. 
Suspension 
 
1. 
Authority: An employee may be suspended from their position by the employee’s 
Department Director (or designated acting Department Director or Manager) or, if the 
employee is a Department Director, by the applicable Assistant/Deputy City Manager, for 
violations of standards of conduct, as set forth in the City Personnel Rules or Management 
Policies. 
 
2. 
Duration:  An employee may not be suspended for less than one full workday/shift with 
the exception of sworn Fire personnel working a twenty-four (24)-hour shift may be 
suspended for less than 24 hours.  An employee may not be suspended for longer than 
two hundred forty (240) work hours for a full-time employee; three hundred thirty-six (336) 
work hours for sworn Fire personnel working a twenty-four (24)-hour shift; or two hundred 
fifty-two (252) work hours for sworn Fire personnel working a twelve (12)-hour shift for a 
single violation of the City Personnel Rules or Management Policies.  An employee cannot 
be suspended for more than two hundred forty (240) working hours or the equivalent for 
sworn Fire personnel in any twelve (12)-month period.  Suspension hours must coincide 
with the employee’s normally scheduled work hours.  Exempt employee suspensions may 
be served in no less than one (1) or more full-day increments unless the reason for the 
suspension is violation of a workplace safety rule of major significance.  Employees may 
not work voluntary overtime shifts during the duration of the suspension until all hours of 
the suspension have been served.  
 
3. 
Pre-Deprivation Hearing:  Employees, other than sworn police employees, served with a 
Notice of Intent to Discipline in which the recommended discipline is for more than twenty 
(20) work hours shall have the right to a Pre-Deprivation Hearing. Sworn police employees 
shall have the right to a Pre-Deprivation Hearing for any suspension. The Department 
Director (or Assistant/Deputy City Manager, as applicable) may preside over the hearing; 
provided, however, that if the Department Director has been substantially involved in the 
matter leading up to the recommended discipline, they are encouraged to recuse 
themselves and have the hearing held by another Department Director who has had no 
involvement in the matter.  A Notice of Pre-Deprivation Hearing notifying the employee of 
the date, time, and location of the hearing and the basis for the recommendation shall be 
hand-delivered to the employee at least twenty-four (24) hours before the hearing if the 
employee is in the workplace.   
 
 
 
If the employee is not in the workplace (i.e. on administrative leave), the notice shall be 
delivered to the employee at least twenty-four (24) hours before the hearing by one of the 
following methods: hand-delivery; email, or by U.S. mail.    The hearing shall be scheduled 
far enough in advance to give the employee sufficient notice.   
 
 
The employee may bring one (1) personal representative to the hearing, who may speak 
and participate in the hearing.   If the employee’s representative is a City employee, the 
representative must receive approval from their supervisor to attend the hearing.  The 
Department Director presiding over the hearing may set a reasonable time limit for the 
employee and/or the employee’s representative to present the employee’s case.  For 
additional information about the Pre-Deprivation Hearing, please refer to Management 
Policy 339 – Corrective Action and Discipline.

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a. Notice of Suspension:  If the hearing results in the recommendation for suspension being 
upheld, the employee will be served with a Notice of Suspension.  The form will set forth 
the reason(s) for the suspension and the duration.  The suspension must begin to be 
served within forty-five (45) days after receipt of the Notice of Suspension.  The form must 
be signed by the employee (or a witness if the employee refuses to sign).  A copy of the 
Notice of Suspension must be forwarded to the Human Resources Director or designee 
within twenty-four (24) hours of service of the notice on the employee.  The Notice of 
Suspension shall be served in the same manner as required for the Notice of Pre-
Deprivation Hearing.   
 
4. 
Insurance Premiums:  If the employee does not have enough money in the employee’s bi-
weekly paycheck to cover the employee’s portion of insurance premiums during the 
suspension period, the City’s Payroll Division will invoice the employee for the premiums.  
  
5. 
Appeals: 
 
a. 
Sworn Police Department employees.  A sworn member of the Police Department 
may appeal a suspension by submitting a Notice of Appeal of Suspension Form 
Sworn PD to the City Manager with a copy to the Human Resources Director.  The 
form must be submitted within fifteen (15) days after the Notice of Suspension is 
signed by the employee (or witness if the employee refuses to sign).  Within fifteen 
(15) days after receipt of the Notice of Appeal of Suspension form, the City 
Manager will refer the case to the Personnel Appeals Board for a hearing.  The 
Personnel Appeals Board hearing will be scheduled at the earliest possible date.  
The Personnel Appeals Board will render an advisory opinion to the City Manager 
in writing within five days after the hearing.  Except as provided by Personnel Rule 
260.D, the City Manager shall render a final decision in writing within thirty (30) 
days after receipt of the Board’s advisory opinion. Except as provided by Personnel 
Rule 260.D, the City Manager may amend, modify, reject, or reverse any part or 
all of the Board’s recommendation that is arbitrary or made without reasonable 
justification and shall explain in writing the reason(s) for such amendment, 
modification, rejection, or reversal.  For additional information about the Personnel 
Appeals Board process, please refer to the Personnel Appeals Board Procedural 
Rules for Sworn Law Enforcement.   
 
b. 
All other classified City employees.  An employee may appeal a suspension by 
submitting a Notice of Appeal of Suspension Form to the Assistant/Deputy City 
Manager in the employee’s chain of command, with a copy to the Human 
Resources Director.  If the manager that issued the suspension is the 
Assistant/Deputy City Manager, then the Notice of Appeal of Suspension must be 
submitted to the City Manager, with a copy to the Human Resources Director.  The 
form must be submitted within fifteen (15) days after the Notice of Suspension is 
signed by the employee (or witness if the employee refuses to sign).  The 
Assistant/Deputy City Manager (or City Manager when it is the Assistant/Deputy 
City Manager’s decision being appealed) will review the matter and issue a 
decision in writing to the employee within thirty (30) days after the Notice of Appeal 
of Suspension is submitted.  The Assistant/Deputy City Manager (or City Manager) 
may extend the deadline to rule on the appeal if more information is required or if 
other circumstances arise that preclude a timely ruling. The decision of the 
Assistant/Deputy City Manager (or City Manager) is final.

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D. 
Involuntary Reduction in Pay  
 
1. 
Authority: An employee may be issued an involuntary reduction in pay by the employee’s 
Department Director (or designated acting Department Director or Manager) or, if the 
employee is a Department Director, by the applicable Assistant/Deputy City Manager, for 
violations of standards of conduct, as set forth in the City Personnel Rules or Management 
Policies. 
 
2. 
Pre-Deprivation Hearing: Employees served with a Notice of Intent to Discipline in which 
the recommended discipline is for an involuntary reduction in pay shall have the right to a 
Pre-Deprivation Hearing.  Upon recommendation of a reduction in pay, the employee shall 
be served with a Notice of Pre-Deprivation Hearing. The notice shall notify the employee 
of the date, time, and location of the hearing and the basis for the recommendation for a 
reduction in pay. The notice shall be hand-delivered to the employee at least twenty-four 
(24) hours before the hearing if the employee is in the workplace.   
 
If the employee is not in the workplace (i.e., on administrative leave), the notice shall be 
delivered to the employee at least twenty-four (24) hours before the hearing by one of the 
following methods: hand-delivery; email, or by U.S. mail.  The hearing shall be scheduled 
far enough in advance to give the employee sufficient notice.     
 
The employee may bring one (1) personal representative to the hearing, who may speak 
and participate in the hearing.  If the employee’s representative is a City employee, the 
representative must receive approval from their supervisor to attend the hearing.  The 
Department Director presiding over the hearing may set a reasonable time limit for the 
employee and/or the employee’s representative to present the employee’s case.  For 
additional information about the pre-deprivation hearing, please refer to Management 
Policy 339 – Corrective Action and Discipline.   
 
3. 
Notice of Involuntary Reduction in Pay:  If the hearing results in the recommendation for 
involuntary reduction in pay being upheld, the employee will be served with a Notice of 
Involuntary Reduction in Pay.  The form will set forth the reason(s) for the involuntary 
reduction in pay.  The form must be signed by the employee (or a witness if the employee 
refuses to sign).  A copy of the Notice of Involuntary Reduction in Pay must be forwarded 
to the Human Resources Director or designee within twenty-four (24) hours of service of 
the notice on the employee.  The Notice of Involuntary Reduction in Pay shall be served 
in the same manner as required for the Notice of Pre-Deprivation Hearing.   
 
4. 
Appeals:  An employee may appeal an involuntary reduction in pay by completing and 
submitting a Notice of Appeal of Involuntary Reduction in Pay Form to the 
Assistant/Deputy City Manager in the employee’s chain of command, with a copy to the 
Human Resources Director.  If the manager that issued the involuntary reduction in pay is 
the Assistant/Deputy City Manager, then the Notice of Appeal of Involuntary Reduction in 
Pay must be submitted to the City Manager, with a copy to the Human Resources Director.  
The form must be received within fifteen (15) days after the Notice of Involuntary 
Reduction in Pay is signed by the employee (or witness if the employee refuses to sign).  
The Assistant/Deputy City Manager (or City Manager when it is the Assistant/Deputy City 
Manager’s decision being appealed) will review the matter and issue a decision in writing 
to the employee within thirty (30) days after the Notice of Appeal of Involuntary Reduction 
in Pay is received.  The Assistant/Deputy City Manager (or City Manager) may extend the 
deadline to rule on the appeal if more information is required or if other circumstances

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arise that preclude a timely ruling.  The decision of the Assistant/Deputy City Manager (or 
City Manager) is final. 
 
E. 
Involuntary Demotion (See also Section 320.H)  
 
1.   
Authority:  An employee may be demoted from their position by the employee’s 
Department Director (or designated acting Department Director or Manager) or, if the 
employee is a Department Director, by the applicable Assistant/Deputy City Manager, for 
violations of standards of conduct, as set forth in the City Personnel Rules or Management 
Policies.   
 
 
2. 
Pre-Deprivation Hearing: An employee served with a Notice of Intent to Demote shall have 
the right to a Pre-Deprivation Hearing.  The Department Director (or Assistant/Deputy City 
Manager, as applicable) may preside over the hearing; provided, however, that if the 
Department Director has been substantially involved in the matter leading up to the 
recommended discipline, they are encouraged to recuse themselves and have the hearing 
held by another Department Director who has had no involvement in the matter. A Notice 
of Pre-Deprivation Hearing notifying the employee of the date, time and location of the 
hearing and the basis for the recommendation shall be hand-delivered to the employee at 
least twenty-four (24) hours before the hearing if the employee is in the workplace.   
 
If the employee is not in the workplace (i.e. on administrative leave), the notice shall be  
be delivered to the employee at least twenty-four (24) hours before the hearing by one of 
the following methods: hand-delivery; email, or by U.S. mail.    The hearing shall be 
scheduled far enough in advance to give the employee sufficient notice.   
 
The employee may bring one (1) personal representative to the hearing, who may speak 
and participate in the hearing.  If the employee’s representative is a City employee, the 
representative must receive approval from their supervisor to attend the hearing.  The 
Department Director presiding over the hearing may set a reasonable time limit for the 
employee and/or the employee’s representative to present the employee’s case.  For 
additional information about the Pre-Deprivation Hearing, please refer to Management 
Policy 339 – Corrective Action and Discipline. 
 
3. 
Notice of Demotion:  If the hearing results in the recommendation for demotion being 
upheld, the employee will be served with a Notice of Demotion. The form will set forth the 
reason(s) for the demotion.  The form must be signed by the employee (or a witness if the 
employee refuses to sign).  A copy of the Notice of Demotion must be forwarded to the 
Human Resources Director or designee within twenty-four (24) hours of service of the 
notice on the employee.  The Notice of Demotion shall be served in the same manner as 
required for the Notice of Pre-Deprivation Hearing. 
 
4. 
Assignment and Position Availability:  A demoted employee will be placed in a currently 
existing, vacant, and funded position for which the employee meets minimum 
qualifications at the pay range assigned to the position.  If no position is currently existing, 
vacant, and funded, the employee may be dismissed unless an alternative form of 
discipline is imposed.  
 
5. 
Disciplinary Probation: An employee demoted for disciplinary reasons shall be placed on 
one year of disciplinary probation. See Section 820.B and Section 320 H.1. 
 
6. 
Step Pay Increase:  An employee on disciplinary probation is not eligible for a step pay

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increase until disciplinary probation ends with a successful performance appraisal.

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7. 
Appeals: 
 
a. 
Sworn Police Department employees. A sworn member of the Police Department 
may appeal an involuntary demotion by completing and submitting a  Notice of 
Appeal of Demotion Form Sworn PD to the City Manager with a copy to the Human 
Resources Director.  The form must be submitted within fifteen (15) days after the 
Notice of Demotion is signed by the employee (or witness if the employee refuses 
to sign).  Within fifteen (15) days after receipt of the Notice of Appeal of Demotion 
form, the City Manager will refer the case to the Personnel Appeals Board for a 
hearing.  The Personnel Appeals Board hearing will be scheduled at the earliest 
possible date.  The Personnel Appeals Board will render an advisory opinion to the 
City Manager in writing within five (5) days after the hearing.  Except as provided 
by Personnel Rule 260.D, the City Manager shall render a final decision in writing 
within thirty (30) days after receipt of the Board’s advisory opinion. Except as 
provided by Personnel Rule 260.D, the City Manager may amend, modify, reject, 
or reverse any part or all of the Board’s recommendation that is arbitrary or made 
without reasonable justification and shall explain in writing the reason(s) for such 
amendment, modification, rejection or reversal.  For additional information about 
the Personnel Appeals Board process, please refer to the Personnel Appeals 
Board Procedural Rules for Sworn Law Enforcement. 
 
b. 
All other classified City employees.  An employee may appeal an involuntary 
demotion by completing a Notice of Appeal of Demotion Form and submitting it to 
the City Manager, with a copy to the Human Resources Director.  The form must 
be submitted within fifteen (15) days after the Notice of Demotion is signed by the 
employee (or witness if the employee refuses to sign).  Except as provided by 
Personnel Rule 260.D, the City Manager may review the matter and issue a 
decision in writing to the employee within thirty (30) days after the Notice of Appeal 
of Demotion is submitted.  Except as provided by Personnel Rule 260.D, the City 
Manager may extend the deadline to rule on the appeal if more information is 
required or if other circumstances arise that preclude a timely ruling.  Except as 
provided by Personnel Rule 260.D, the City Manager may also refer the matter to 
the Personnel Appeals Board for an advisory opinion before making a final 
decision.  If the matter is referred to the Personnel Appeals Board, it must be 
referred within fifteen (15) days after receipt of the Notice of Appeal of Demotion.  
Except as provided by Personnel Rule 260.D, City Manager will issue a decision 
in writing within thirty (30) days after receipt of the Board’s advisory opinion.  The 
decision of the City Manager, or City Auditor in situations governed by Personnel 
Rule 260.D, is final.  For additional information about the Personnel Appeals Board 
process, please refer to the Personnel Appeals Board Procedural Rules for 
Classified Employees. 
 
F. 
Dismissal   
  
1. 
Authority: An employee may be dismissed from their position by the employee’s 
Department Director (or designated acting Department Director or Manager) or, if the 
employee is a Department Director, by the applicable Assistant/Deputy City Manager, for 
violations of standards of conduct, as set forth in the City Personnel Rules or Management 
Policies. 
 
2. 
Pre-Deprivation Hearing: An employee served with a Notice of Intent to Dismiss shall have 
the right to a Pre-Deprivation Hearing.  The Department Director (or Assistant/Deputy City

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Manager, as applicable) may preside over the hearing; provided, however, that if the 
Department Director has been substantially involved in the matter leading up to the 
recommended discipline, they are encouraged to recuse themselves and have the hearing 
held by another Department Director who has had no involvement in the matter.  A Notice 
of Pre-Deprivation Hearing notifying the employee of the date, time and location of the 
hearing and the basis for the recommendation shall be hand-delivered to the employee at 
least forty-eight (48) hours before the hearing if the employee is in the workplace.   
 
If the employee is not in the workplace (i.e. on administrative leave), the notice shall be 
delivered to the employee at least forty-eight (48) hours before the hearing by one of the 
following methods: hand-delivery; email, or by U.S. mail.    The hearing shall be scheduled 
far enough in advance to give the employee sufficient notice   
 
The employee may bring one personal representative to the hearing, who may speak and 
participate in the hearing.  If the employee’s representative is a City employee, the 
representative must receive approval from their supervisor to attend the hearing.  The 
Department Director presiding over the hearing may set a reasonable time limit for the 
employee and/or the employee’s representative to present the employee’s case.  For 
additional information about the Pre-Deprivation Hearing, please refer to Management 
Policy 339 – Corrective Action and Discipline. 
 
3. 
Notice of Dismissal:  If the hearing results in the recommendation for dismissal being 
upheld, the employee will be served with a Notice of Dismissal.  The form will set forth the 
reason(s) for the dismissal and the effective date.  The form must be signed by the 
employee (or a witness if the employee refuses to sign).  A copy of the Notice of Dismissal 
must be forwarded to the Human Resources Director or designee within twenty-four (24) 
hours of service of the notice on the employee.  The Notice of Dismissal shall be served 
in the same manner as required for the Notice of Pre-Deprivation Hearing. 
 
4. 
Appeals:   
 
a. 
Sworn Police Department employees.  A sworn member of the Police Department 
may appeal a dismissal from employment by completing and submitting a Notice 
of Appeal of Dismissal Form Sworn PD to the City Manager with a copy to the 
Human Resources Director.  The form must be submitted within fifteen (15) days 
after the Notice of Dismissal is signed by the employee (or witness if the employee 
refuses to sign).  Within fifteen (15) days after receipt of the Notice of Appeal of 
Dismissal Form, the City Manager will refer the case to the Personnel Appeals 
Board for a hearing.  The Personnel Appeals Board hearing will be scheduled at 
the earliest possible date.  The Personnel Appeals Board will render an advisory 
opinion to the City Manager in writing within five (5) days after the hearing.  Except 
as provided by Personnel Rule 260.D, the City Manager shall render a final 
decision in writing within thirty (30) days after receipt of the Board’s advisory 
opinion.  Except as provided by Personnel Rule 260.D, the City Manager may 
amend, modify, reject, or reverse any part or all of the Board’s recommendation 
that is arbitrary or made without reasonable justification and shall explain in writing 
the reason(s) for such amendment, modification, rejection or reversal.  For 
additional information about the Personnel Appeals Board process, please refer to 
the Personnel Appeals Board Procedural Rules for Sworn Law Enforcement. 
 
b. 
All other classified City employees.  An employee may appeal a dismissal from 
employment by completing and submitting a Notice of Appeal of Dismissal Form

City of Mesa Personnel Rules 
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to the City Manager, with a copy to the Human Resources Director.  The form must 
be submitted within fifteen (15) days after the Notice of Dismissal is signed by the 
employee (or witness if the employee refuses to sign).  The City Manager will refer 
the case to the Personnel Appeals Board for a hearing.  The Personnel Appeals 
Board hearing will be scheduled at the earliest possible date.  The Personnel 
Appeals Board will render an advisory opinion to the City Manager in writing within 
five (5) days after the hearing.  Except as provided by Personnel Rule 260.D, the 
City Manager shall render a final decision in writing within thirty (30) days after 
receipt of the Board’s advisory opinion.  The decision of the City Manager, or City 
Auditor in situations governed by Personnel Rule 260(D), is final.  For additional 
information about the Personnel Appeals Board process, please refer to the 
Personnel Appeals Board Procedural Rules for Classified Employees. 
SECTION 830.  AT-WILL EMPLOYEES 
 
At-will employees are protected by federal and state employment discrimination laws.  At-will employees 
are not entitled to the due process procedures (pre-deprivation notice and hearing and post-decision 
appeal) provided to classified employees under these Personnel Rules.  Dismissal of at-will employees, 
other than part-time, seasonal, temporary, project, or grant funded, and employees on initial regular 
probation, requires the approval of the City Manager or Assistant City Manager.   
SECTION 840. COUNTING TIME 
 
Whenever a deadline set forth in under Chapter 8 falls on a Friday, Saturday, Sunday, or City holiday, 
then the deadline shall fall to the next City business day.

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CHAPTER 9:  SEPARATIONS 
SECTION 910.  RESIGNATION 
 
A. 
Requirements:  An employee who wishes to leave the City of Mesa employment in good standing 
shall submit a written notice of resignation with the employee’s supervisor at least two (2) work 
weeks prior to the employee's final work day.  The Department Director or City Manager designee 
may waive this requirement.  The written notice of resignation shall be forwarded to Human 
Resources to be included in the employee’s personnel file.  
 
B. 
Failure to Meet Requirements:  An employee who fails to comply with the requirement for 
resignation in good standing cited in Subsection A above may be denied authority to take any 
competitive examination for future employment.  
 
C. 
Withdrawal:  An employee who has provided notice of intent to resign may request to withdraw 
this resignation with the consent of the Department Director or City Manager designee, provided 
the employee's position has not been filled by another employee. 
 
D. 
Medical Retirement:  An employee who is unable to work due to a medically certified disability 
may apply for medical retirement.  This application shall be treated as the resignation from City 
employment upon decision from the provider.  A medically retired employee will be eligible to 
continue insurance coverage as an employee for the duration of the medically certified disability. 
 
E. 
Constructive Discharge:  Per ARS §23-1502, employees who wish to claim constructive 
discharge must give the City advance notice of their intent to resign due to working conditions 
that are so difficult or unpleasant that a reasonable employee would feel compelled to resign.  An 
employee must notify an appropriate representative of the City in writing.  The City of Mesa will 
respond in writing to the employee’s concerns within fifteen (15) calendar days of the constructive 
discharge notice.  Under the law, an employee may be required to wait for fifteen (15) calendar 
days after providing written notice before the employee may resign if the employee desires to 
preserve the right to bring a constructive discharge claim against the City.  An employee may be 
entitled to a paid or unpaid leave of absence of up to fifteen (15) calendar days while waiting for 
the City to respond to the employee’s written communication about the employee’s working 
condition. 
SECTION 920.  REDUCTION IN WORKFORCE 
 
A. 
Authority:  The Human Resources Director and Assistant City Manager, Deputy City Manager, 
or City Manager designee, with the approval of the City Manager, may institute a reduction in 
workforce of employees whenever necessary due to lack of funds or work.  The Human 
Resources Director, Assistant City Manager, Deputy City Manager, or City Manager designee, 
and the City Manager shall determine the number and classes of employees to be laid off. 
 
B. 
The City shall adopt procedures for the reduction in workforce (RIWF) in accordance with 
Management Policy 353 - Reduction in Workforce (RIWF), as issued by the City Manager. 
 
C. 
Reduction in Workforce (RIWF) List:  An employee who is laid off or placed in another position 
as the result of a RIWF will be placed on a RIWF list to be considered for re-employment to their 
previously held position, unless the employee opts out.  Employees may remain on a RIWF list 
for a period time identified in the RIWF Management Policy 353 - Reduction in Workforce (RIWF).

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PROFESSIONAL CONDUCT (ETHICS) 
 
The City of Mesa expects and promotes the highest standards of ethics from all of its employees, officials, 
volunteers, and temporary workers, whether hired, elected, appointed, or acting as a representative of 
the City.  City employees and officials retain positions of public trust and must afford fair and equal 
opportunity to conduct business with the City.  (See Management Policy 354 - Professional Conduct 
[(Ethics])

{00596998.1} 
 
LOYALTY OATH 
 
I, the undersigned, hereby execute this document in compliance with Arizona Revised Statutes, 
Section § 38-231: 
 
OFFICERS AND EMPLOYEES REQUIRED TO TAKE LOYALTY OATH; FORM; CLASSIFICATION; 
DEFINITION 
 
A. 
In order to ensure the statewide application of this section on a uniform basis, each board, 
commission, agency, and independent office of this state, and of any of its political 
subdivisions, and of any county, city, town, municipal corporation, school district, and public 
educational institution, shall completely reproduce this section so that the form of written oath 
or affirmation required in this section contains all of the provisions of this section for use by all 
officers and employees of all boards, commissions, agencies, and independent offices. 
 
B. 
Any officer or employee who fails to take and subscribe to the oath or affirmation provided by 
this section within the time limits prescribed by this section is not entitled to any compensation 
until the officer or employee does so take and subscribe to the form of oath or affirmation 
prescribed by this section. 
 
C. 
Any officer or employee having taken the form of oath or affirmation prescribed by this section, 
and knowingly at the time of subscribing to the oath or affirmation, or at any time thereafter 
during the officer's or employee's term of office or employment, does commit or aid in the 
commission of any act to overthrow by force, violence, or terrorism as defined in section §13-
2301 the government of this state or of any of its political subdivisions, or advocates the 
overthrow by force, violence, or terrorism as defined in section 13-2301 of the government of 
this state or of any of its political subdivisions, is guilty of a class 4 felony and, on conviction 
under this section, the officer or employee is deemed discharged from the office or 
employment and is not entitled to any additional compensation or any other emoluments or 
benefits which may have been incident or appurtenant to the office or employment. 
 
D. 
Any of the persons referred to in article XVIII, section 10, Constitution of Arizona, as amended, 
relating to the employment of aliens, are exempted from any compliance with this section. 
 
E. 
In addition to any other form of oath or affirmation specifically provided by law for an officer or 
employee, before any officer or employee enters upon the duties of the office or employment, 
the officer or employee shall take and subscribe the following oath or affirmation: 
 
 
As an employee of the City of Mesa, I do solemnly swear (or affirm) that I will support the 
Constitution of the United States and the Constitution and laws of the state of Arizona; that I 
will bear true faith and allegiance to the same, and defend them against all enemies, foreign 
and domestic, and that I will faithfully and impartially discharge the duties of my position with 
the City of Mesa, Arizona, according to the best of my ability, so help me God (or so I do 
affirm). 
 
F. 
For the purposes of this section, "officer or employee" means any person elected, appointed, 
or employed, either on a part-time or full-time basis, by this state or any of its political 
subdivisions or any county, city, town, municipal corporation, school district, public 
educational institution, or any board, commission, or agency of any county, city, town, 
municipal corporation, school district, or public educational institution.

{00596998.1} 
 
INDEX 
 
abandonment of employment, 23 
absence, 5, 21, 23, 25, 33, 34, 42 
absent from duty without authority, 40 
academic achievement, 10 
access, 8 
accrual, 27, 30, 31, 34 
additional benefits, 22 
administrative leave, 1, 4, 23, 44 
administrative leave duration, 44 
age, 5, 9 
alcohol, 1, 39 
alcohol testing, 44 
alternative work schedule, 35 
anniversary date, 1 
announcement, 1, 12 
appeal, 43 
applicant, 1, 7, 9, 12, 13, 16, 40 
application, 12 
appointing authority, 13 
appointment, 1, 13, 40, 47 
at-will, 1, 4, 5, 7, 11 
authority, 45 
availability of funds, 7 
background check, 9 
behavior issue, 6 
benefited full-time employee, 1 
benefited part-time employee, 1, 14, 19, 26, 
27, 30, 31, 33, 34, 35 
benefits, 34 
bereavement, 4, 23 
bereavement leave, 34 
bereavement time, 33 
biweekly pay, 1 
blackmail, 39 
bodily injury, 40 
break in service, 5 
breaks, 41 
bribe, 39 
call-out, 18, 22 
candidate, 2, 13, 45 
certification, 13, 47 
citizenship, 9 
City Manager designee, 2 
class title, 2 
classification, 2, 4, 16, 17, 45 
classified employee, 2, 4, 7, 16 
classified position, 2, 22 
common review date, 2, 19, 45, 46 
compensation, 5, 7, 16, 21, 22, 31, 46 
compensatory time, 4, 21, 22, 23, 41 
components of pay, 2 
conduct, 39 
confidentiality, 12 
conflict of interest, 11 
constructive discharge, 59 
continuous employment, 5 
contract worker, 2, 10 
contract workers, 38 
control, 8 
correction of errors, 7 
corrective action plan, 2, 8 
crime victim, 36 
Crime Victim’s Rights Act, 5, 6 
criminal history, 10 
criminal history records check, 9 
criteria-based promotion, 2, 17 
critical City Services Personnel, 2 
damage to public property, 40 
days, 2 
death, 6, 31, 33 
delegation of authority, 7 
demotion, 3, 4, 11, 17, 18, 19, 43, 44, 45 
Department, 3 
Department Director, 3 
disability, 34, 40, 59 
disciplinary action, 4, 23, 32, 40, 43 
disciplinary forms, 8 
disciplinary probation, 3, 17, 42, 43, 44 
discipline, 17, 39 
discredit or embarrassment, 39 
discretionary time, 4, 23 
discriminatory conduct, 40 
dismissal, 3, 4, 6, 12, 14, 39, 43 
dismissal of at-will employees, 1 
disqualification, 12 
division, 3 
dock, 32, 33 
dock status, 3 
donated time, 4, 21, 23 
donated time program, 27 
driving record, 10 
drugs, 3, 9, 39 
duration on lists, 11, 12 
effective date, 12 
effective hourly rate, 3, 24 
effective rate of pay, 3 
eligibility, 1, 19, 20, 22, 24, 26, 30, 37 
eligibility for benefits, 15 
eligible, 1, 15, 19, 20, 21, 22, 59 
employee application, 8 
employment examination, 13 
employment list, 13, 45

{00596998.1} 
 
employment of minors, 9 
equal employment, 7 
equal employment opportunity, 13 
errors, 13 
essential functions, 9, 12, 16 
essential personnel, 3, 24 
examination, 1, 3, 11, 12, 13, 45, 47, 59 
exceptional performance, 20 
exceptional performance recognition 
award,19 
executive benefits plan, 3, 22 
exempt, 21 
extension of lists, 11 
extortion, 39 
failure to meet requirements, 18 
failure to report, 32 
Fair Labor Standards Act, 3, 21 
falsifying documents or records, 40 
Family Medical Leave, 5, 34, 36, 37 
federal requirements, 7 
felony, 39 
fingerprints, 9 
FLSA, 3, 21 
FMLA, 36 
follow-up testing, 44 
formal discipline, 3, 6 
fraud, 12, 40 
full performance level, 2 
full-time to part-time, 5 
good standing, 59 
grant funded employees, 1 
grievance, 3, 41 
harassment, 40 
hire date, 3 
holiday, 4, 21, 22, 23, 24, 25 
holiday pay, 34 
holiday premium, 24 
Human Resources Director, 3, 4 
immediate family, 28, 33 
incompetence, 39 
industrial injury, 5, 34 
industrial insurance program, 34 
initial regular probation, 1, 2, 42, 43 
injury, 34 
insufficient number of candidates, 12 
insurance, 36 
insurance coverage, 59 
insurance participation, 35, 36 
insurance premium, 35 
insurance program, 37, 47 
intellectual property, 11 
interviews, 13 
invention, 11 
investigation, 40 
involuntary demotion 
job description, 16 
job share, 4 
journey-level, 2 
jury duty, 23, 34 
lateral transfer, 17 
lawful/reasonable direction, 39 
layoff, 59 
list, 11, 12 
loyalty oath, 61 
Loyalty Oath, 8, 10 
Management Policy, 4 
meal break, 40 
meal breaks, 41 
medical retirement, 59 
Memorandum of Understanding (MOU), 7 
merit system, 1 
Merit System, 3 
Mesa City Charter, 4 
military duty, 5 
military leave, 35 
military service, 5 
minimum age, 9 
minimum number of hours, 35 
minimum qualifications, 10, 11, 12, 16, 45 
minimum requirement for employment, 9 
minimum standards, 40 
misstatement of fact, 12 
moving violations, 40 
negligence, 40 
new employee hire form, 8 
non-benefited part-time, 27 
non-benefited part-time employee, 4 
non-City worker, 10 
non-exempt employee, 24 
notice, 19 
notification of candidates, 13 
nursing mothers, 41 
open competitive recruitment, 5, 12 
order of employment lists, 11 
original City probation, 3 
outside employment, 10 
overtime, 1, 21, 22, 41 
overtime authorization, 21 
paid time off, 4, 14, 21, 23, 25, 26, 35 
part-time employee, 42 
part-time employees, 37 
pay decrease, 19 
pay increase, 20 
pay period, 40 
pay step, 16 
performance appraisal, 4, 8, 41, 43 
performance decrease, 19 
performance evaluation, 19, 43

{00596998.1} 
 
performance expectation, 2 
performance improvement required, 19 
performance increase, 19 
performance issue, 6 
performance rating, 12, 19 
performance test, 13 
personal representative, 19, 43 
personnel changes, 8 
Personnel Director, 4 
personnel file, 7, 8, 41 
physical agility test, 13 
physical and mental disabilities, 9 
physical or mental ability, 12 
Plan Document, 37 
post-accident testing, 44 
post-employment relationship, 15 
pre-deprivation hearing, 4, 19, 23, 43 
pre-employment requirements, 9 
pre-employment testing, 44 
preference points, 13 
pre-placement testing, 44 
probation, 4, 14, 15, 41, 42, 43, 45 
probation extension, 42 
probationary employee, 4, 42, 43 
professional conduct (Ethics), 60 
promotion, 4, 8, 14, 16, 45, 47 
promotion list, 11 
promotional testing, 43 
public service employment, 4, 15 
qualification, 16 
qualified, 4, 12, 14, 45 
random testing, 44 
rater, 4 
rating authority, 41 
reasonable accommodation, 9, 12, 33 
reasonable suspicion testing, 44 
reclassification, 4, 16, 17 
recruitment, 12 
ropen competitive list, 5, 12, 13 
reduction in pay, 43 
reduction in workforce, 6, 7, 11, 47, 59 
reduction in workforce list, 11, 13, 59 
reemployment, 5 
regular employment status, 43 
regular full-time employee, 5, 10, 26, 27, 31 
regular positions, 15 
regular rate of pay, 5 
rehire, 4, 10 
rehired, 5 
reinstatement, 4, 5, 10, 12, 14 
reinstatement list, 5, 12, 14 
relative, 14 
residency requirement, 9 
resignation, 5, 6, 12, 14, 59 
resignation withdrawal, 59 
rest period, 40 
retirement, 5, 6, 31, 59 
retirement system, 47 
return to work, 33 
reviewing authority, 41 
rotational assignment, 46 
safety sensitive, 10 
salary, 16, 17, 18 
salary adjustment, 5, 20 
salary increase, 46 
salary plan, 16 
salary range, 16 
seasonal employee, 1, 5, 10, 14, 18, 38 
section, 5, 7 
security sensitive, 10 
selection processes, 13 
seniority, 5, 14 
separation, 3, 6, 14, 27, 59 
service, 6 
service of notice, 7 
shift differential, 18 
shift differential premium, 18 
short-term disability, 3, 37 
sick time, 22, 23, 31, 33, 34, 37 
special assignment, 45, 46 
special leave, 6, 21, 33, 36 
specialty pay scale, 16 
stability pay, 14, 15, 20, 35 
standards of conduct, 3, 6, 39 
stand-by, 22 
state requirements, 7 
step pay, 2, 3 
step pay increase, 6, 19, 34, 41, 43, 46 
step pay increase denial, 41 
step pay review, 35, 43, 45 
subpoena, 12 
substance abuse testing, 44 
successful performance, 20 
suspension, 4, 6, 52 
sworn promotional lists, 11 
temporary agency workers, 6, 10, 38 
temporary project appointment, 13 
temporary project employee, 6, 14 
terminating employment, 5 
termination, 6, 7, 18, 25, 31, 43 
termination of service, 1 
test validity, 13 
tests, 13 
theft, 40 
time off, 1, 23, 35, 36, 38 
time worked, 40 
training, 7, 13, 37, 38 
transfer, 6, 11, 17, 27, 33, 44, 45, 47

{00596998.1} 
 
transfer convenience of the City, 45 
transfer inter-department, 45 
transfer intra-department, 45 
travel pay, 35 
unclassified, 1 
undue influence, 39 
unexcused absence, 23 
unpaid time away from work, 3 
unpaid time off, 6, 25, 35 
unscheduled pay increase, 20 
USERRA, 35 
vacancy, 11, 12 
vacation, 4 
vacation pay out, 27 
vacation time, 22, 23, 25, 26, 27, 34, 35, 37 
violation of policy, 39 
voluntary demotion, 18 
volunteer, 10 
voting, 4, 23 
willful misconduct, 40 
witness, 23 
witness time, 34 
work days, 23 
work period, 40 
work rules, 40 
work week, 5, 21, 40 
Workers’ Compensation, 34 
written counseling, 6, 8 
written reprimand, 6, 23, 49