Effective July 1, 2017, employees will accrue sick time as follows:
• One (1) hour for every twenty (20) hours worked not to exceed 96 hours in a calendar year
Fire Personnel Working A Twenty-Four (24)-Hour Shift:
• One point four (1.4) hours (one hour and twenty-four minutes) for every twenty-four (24) hours worked not to exceed 134.4 hours in a calendar year
• One (1) hour for every twenty (20) hours worked not to exceed 48 hours in a calendar year
Non-benefited and Seasonal:
• One (1) hour for every thirty (30) hours worked not to exceed 40 hours in a calendar year
Employees do not accrue sick time while on dock status.
Full-time and benefited part-time employees may begin using sick time hours upon accrual.
Non-benefited and seasonal employees hired on or before July 1, 2017 will begin accruing sick time on July 1, 2017 and can begin using sick time hours upon accrual.
These employees can accrue and use up to a maximum of forty (40) paid sick time hours per calendar year.
Non-benefited and seasonal employees hired after July 1, 2017 will begin accruing sick time on the date of hire; however, these employees cannot begin using the accrued time until the ninetieth (90th) calendar day after their date of hire. These employees can accrue and 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 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.
Discretionary Time Off
Employees hired after July 1st to receive Discretionary Time Off (DTO) upon hire and/or status change from non-benefited to benefited (except sworn Fire employees). See chart below. Additionally, based upon City Manager/Council approval, employees working for the City on July 1st will receive DTO each year (on July 1st). An employee who is a rehire, resigning and rehired within the same fiscal year, is only eligible for any forfeited DTO upon rehire. If the rehired employee is hired in a new fiscal year, they are eligible for DTO based on the chart below. This grant will be given regardless of the employee’s dock status. If an employee is hired after July 1st, DTO time will be granted based on the following criteria:
|Employee Group||Hired Between July 1st - Dec 31st||Hired Between Jan 1st - May 31st|
||24 Hours of DTO
||12 Hours of DTO
|Fire Executive Staff
||8 Hours of DTO
||4 Hours of DTO
|Full-Time Benefited Employee
||16 Hours of DTO
||8 Hours of DTO
|Part-Time Benefited Employee
||8 Hours of DTO||4 Hours of DTO
|Sworn Fire Employees
In lieu of the discretionary time off benefit for sworn Fire Department employees-- and to minimize staffing overtime costs-- a Deferred Compensation contribution of $50.00 for unit members and $43.20 for non-unit members per pay period. Sworn Fire Department employees must also be enrolled in Deferred Compensation (this is a link to doc of same name) and contributing $10.00 per pay period to receive this benefit.
Those sworn Fire Department employees who receive executive benefits will receive an additional 8 hours of discretionary time off, plus the Deferred Compensation contribution.
Regular or probationary full-time and benefited part-time employees may be granted paid bereavement leave due to a death in the employee's immediate family.
Immediate family means the employee's spouse, 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 full-time employees, an absence up to fifty (50) work hours will be allowed for bereavement leave for funerals/memorial services. Forty (40) work hours will be paid as bereavement leave; 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 Fire personnel working a twenty-four (24) hour shift, an absence of up to forty-eight (48) work hours (two  consecutive work shifts) will be allowed and paid as bereavement leave for funerals / memorial services.
For benefited part-time employees, up to twenty-five (25) work hours will be allowed for bereavement leave for funerals/memorial services. Up to twenty (20) work hours will be paid as bereavement leave; however, the additional five (5) hours, if taken, will be charged to any paid or unpaid time off category at the employee’s discretion.
A full-time employee who is subpoenaed as a witness in the performance of their job or a member of a jury will be paid the difference between the employee's salary and any fee received for the days served. The employee also retains any travel pay received.
Benefited part-time employees are eligible for Jury Duty or Witness Leave for scheduled work hours only.
The City of Mesa complies with The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), and is a participating member of the Employer Support of the Guard and Reserve (ESGR). City of Mesa employees are granted military leave with pay for Active Duty training for a period not to exceed thirty (30) days in any two (2) consecutive federal fiscal years. An employee who requests absence with pay on military leave pursuant to A.R.S. 26-168, 26-171 or 38-610 shall submit a copy of the orders for duty with the request for military leave.
The amount received from the armed services for active duty will be retained by the employee. Employees returning from extended military service will be reinstated pursuant to the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).
FMLA (Family Medical Leave Act)
Subject to the other provisions of the Human Resources Rules and in accordance with the Family and Medical Leave Act (FMLA), City employees are eligible to take up to twelve (12) weeks of unpaid (or paid, if the employee has leave accruals available) Family and Medical Leave in any consecutive twelve (12) month period [The twelve (12) month period is measured forward from the date the employee's FMLA leave begins] if the following conditions are met:
The employee has been employed by the City for at least twelve (12) months and has worked at least one thousand two hundred fifty (1,250) hours in the twelve (12) month period immediately preceding the commencement of leave.