Leave Time

Bereavement Leave

Jury Duty Discretionary Time Off Vacation Leave

FMLA

Military Leave Sick Leave


Bereavement Leave

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 [2] 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.

Jury Duty


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.  

 

Vacation Leave

 

Discretionary Time Off

In an ongoing effort to provide quality benefits to employees, the City Manager with the support of the City Council has approved 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).   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

Executive Staff

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, the City Council has approved a Deferred Compensation contribution of $50.00 for unit members and $43.20 for non-unit members per pay period.  Those sworn Fire Department employees who receive executive benefits will receive an additional 8 hours of discretionary time off, plus the Deferred Compensation contribution (see chart above).

Note:  Sworn Fire Department employees must also be enrolled in Deferred Compensation and contributing $10.00 per pay period to receive this benefit.

Military Leave

Employees are granted military leave for annual training for a period not to exceed thirty (30) eight (8) hour days in any two (2) consecutive 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. 

For calculation purposes, the "year" begins October 1.  The City of Mesa will pay the employee’s full salary for the time absent due to authorized military active duty training pursuant to A.R.S. 26-168, 26-171 and 38-610. 

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).

Sick Leave

All regular and probationary full-time employees accrue eight (8) hours of sick leave per month and benefited part-time employees accrue four (4) hours per month.   Firefighters working twenty-four (24) hour shifts accrue eleven point two (11.2) hours per month. 

Full-time employees can accrue up to one thousand forty hours (1,040), benefited part-time employees can accrue up to five hundred twenty hours (520) and firefighters on twenty four (24) hour shifts up to one thousand four hundred fifty six hours (1,456). Once you reach the maximum hours, sick leave hours in excess of the maximum are converted to vacation leave on the basis of one (1) hour vacation leave for every one (1) hour of excess sick leave accrued. 

At retirement all full-time and benefited part-time employees receive 50% of the accumulated sick leave calculated on your current pay range and step.

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 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 forty (1,040) hours in the twelve (12) month period immediately preceding the commencement of leave.

Reasons For Taking Leave - The City shall grant leave to an eligible employee for one (1) or more of the following reasons:

For the birth of a child or the care of a child. Child means biological, adopted, or foster child, stepchild, or legal ward. Son or daughter also includes a child eighteen (18) years or older who is incapable of self-care due to mental or physical disability.

For the care of the employee's spouse, son, daughter, or parent who has a serious health condition.  A serious health condition means an illness, injury, impairment, or physical condition that involves any period of incapacity or treatment in connection with or subsequent to in-patient care in a hospital, hospice, or residential medical facility or any period of incapacity requiring absence from work, school, or other regular daily activities of more than three (3) calendar days that also involves continuing treatment by or under the supervision of a health care provider and for prenatal care.

A serious health condition that makes the employee unable to perform his/her job.  (See definition of serious health condition above).

A qualifying exigency.  Leave for eligible employees who have a son, daughter, spouse, or parent in the armed forces, National Guard, and reserves.  Permitted examples of exigency leave include:    Short notice deployments, Deployments to foreign countries, Military events and related activities,  Childcare and school activities, Financial and legal arrangements, Counseling, Rest and recuperation, Post-deployment activities, Other additional activities not addressed in any of the previous categories.


Paid and Unpaid Leave
- At the employee's option, the employee may substitute accrued paid leave for unpaid Family and Medical Leave. Mesa allows the employee to determine whether to use his/her accrued sick, vacation, or comp time toward leave.  Use of time must also comply with Personnel Rules.

The twelve (12) week period of Family and Medical Leave is measured forward from the date the employee is first off work and not whether the leave the employee chooses to use is paid or unpaid.

Advance Notice and Medical Certification - Employees must provide thirty (30) days advance notice to the Department Manager or designee and Human Resources Director when the need for Family and Medical Leave is foreseeable. The City will require medical certification to support a request because of a serious health condition. The medical certification will be made on a form provided by the City. The City also reserves the right to require medical certification if an employee is unable to return from leave because of a serious health condition.

Intermittent Leave or Reduced Work Schedule - In order to meet the needs of a seriously ill family member or themselves, an employee may take intermittent leave or may work a reduced schedule to limit the usual number of hours worked per day or week. Intermittent leave or reduced work schedules are subject to department approval unless proven to be medically necessary or part of an ongoing treatment program.

Position and Benefit Protection - Upon returning from Family and Medical Leave the employee shall be restored to his/her original or equivalent position at the same pay. There will be no benefit accrual during unpaid Family and Medical Leave. However, all benefits for which the employee is eligible will resume immediately upon his/her return from Family and Medical Leave. Absence due to Family and Medical Leave will not change an employee's benefit date.

Insurance Coverage - For the duration of Family and Medical Leave, the City will maintain the employee's medical insurance coverage. If the employee wishes to maintain benefit coverage while on unpaid leave, the employee must pay his/her normal share of the employee premium.
If an employee fails to make premium payments while on leave, the City will pay the employee's share of the premium, and deduct that amount from the employee's pay when the employee returns to work. If the employee does not wish to maintain insurance coverage while on Family and Medical Leave, the employee may elect to discontinue coverage for the duration of the leave on a form provided by the City.

 

 

Human Resources Office
20 E. Main Street
Suite 130
Mesa, AZ 85201
480-644-2365

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