Special Incentives
Bilingual Compensation
The City of Mesa recognizes the importance of having bilingual
employees to communicate with the citizens of Mesa in order to
meet their needs. Further, the City believes it is appropriate
to compensate employees who have demonstrated their knowledge,
skill and ability in speaking Spanish or using sign language to
the extent that they meet the requirements provided in this
policy. This policy may accommodate compensation for
additional languages should the need arise in the future.
Basic Level Certification - Basic level certification requires
proficient communication skills which prove the employee has the
ability to obtain and communicate basic information with
citizens and includes such skills as using and understanding
simple greetings, introductions, numbers, addresses, money, days
of the week, months of the year, members of the family,
interrogative words, pronouncing and using names correctly, and
giving and following general directions in the second language.
Employees certified at the basic level receive an additional
$0.29 per hour ($0.207 per hour for 56-hour firefighters), which
is approximately $50 per month depending on the number of hours
worked.
Intermediate Level Certification - In addition to the
requirements of the basic level, the intermediate level requires
an individual to be able to communicate with a higher level of
proficiency, which may include communication of technical
language and instructions. Employees certified at the
intermediate level should be able to read and write in the
second language, or communicate with hearing impaired persons at
a more detailed and complex level with little or no difficulty.
Employees certified at the intermediate level receive an
additional $0.58 per hour ($0.414 per hour for 56-hour
firefighters), which is approximately $100 per month depending
on the number of hours worked.
Bus Passes
The City of Mesa has a 100% subsidized bus pass program
available to its employees. Ride a bus to work....it helps
reduce pollution, it's easy and it's a great way to meet new
people. Best of all, it's FREE to ride! Check out
Valley Metro's Web
site for a bus route near you.
Call-Out & Stand-By Pay
Stand-by pay is payment
received by an employee to compensate the employee for being
required to be available to provide emergency services during a
specified period.
Call-out pay is pay received by an employee for
actually working during a time the employee is not normally
scheduled to work, in response to an emergency. Employees who
are called out to work after their regular shift ends will
receive a call-out premium of one and one-half (1-1/2) times the
hourly rate for each hour of overtime worked.
Compensatory Time
The City's objective is to provide the highest level of
service to its citizens at all times. Accordingly, there are
occasions when employees are required to work beyond a normal,
scheduled workday. To provide quality service and control costs,
the City provides a compensatory time program for overtime
worked by nonexempt full-time employees.
Compensatory time for nonexempt employees is accrued at the same
rate as overtime; that is, for each hour of overtime worked, one
and one-half hours of the compensatory time is granted.
Full-Time employees may accumulate a maximum of 100 hours
compensatory time (66.6 hours of overtime worked, 100 hours of
compensatory time). Part-Time employees may accumulate a
maximum of 50 hours compensatory time (33.3 hours of overtime
worked, 50 hours of compensatory time).
Mileage Reimbursement
Effective July 1, 2011, the current rate for mileage is 55.5 cents per mile when using a personal vehicle for City business.
Temporary agency workers are not eligible for this reimbursement
as they are not allowed to drive personal vehicles. It
will remain at 55.5 cents per mile for 2012.
Overtime
Overtime Schedules:
All classified non-exempt employees except those identified
above shall be eligible to receive overtime compensation for
hours worked in excess of forty (40) hours during any work week,
or two hundred four (204) hours in a twenty-seven (27) day work
period fire personnel working a twenty-four (24)-hour shift. For
purposes of calculating overtime, the following paid time off
categories will be considered time worked: observance of a
holiday (except for Critical City Services and Essential
Personnel), vacation, discretionary time (i.e., personal time),
voting, jury duty/witness, bereavement, military leave,
administrative leave, and donated leave. The following
paid time off categories will not be considered time worked:
sick and compensatory time.
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.
Effective July 1, 2012, for purposes of calculating overtime for
fire personnel working a twenty-four (24)-hour shift, the
following paid time off categories will be considered time
worked: vacation, sick, discretionary time (i.e., personal
time), voting, jury duty/witness, bereavement, military leave,
administrative leave, and donated leave. The following
paid time off category will not be considered time worked:
compensatory time and observance of a holiday.
Eligible employees, when authorized to work overtime,
shall be compensated at one and one-half (1-1/2) times the
hourly rate for each hour of overtime worked.
Shift Differential
Shift differential is paid to eligible employees on a
night shift. A night shift is a shift of eight (8) or more
hours which starts after 2:00 pm Eligible employees will
receive shift differential for all work performed from 3:30 pm
to 8:00 am. Part-time employees (benefited or non-benefited) in
eligible classifications will receive shift differential if
working an eight (8) hour shift for all work performed from 3:30
pm to 8:00 am.
Uniform Allowance
Specifically identified positions at the City of Mesa
participate in a uniform allowance or uniform provision
program. Sworn employees (Police and Fire) have an allowance
for their uniform purchases; the City will provide uniforms to
employees in non-sworn position classifications when it is
required that the employee wear a uniform on the job.