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 employeeâ€™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
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 Council has approved a total of two personal
days to the leave schedule for fiscal year 2012-2013 for
"Range and Step" employees (except sworn Fire employees
- see below). Only those full-time employees who
were hired and working on June 30, 2012 will be eligible
for the Personal Days benefit beginning July 1, 2012.
Part-time employees will be eligible if they had already
passed their 6-month eligibility to participate in the
benefit on or before June 30, 2012. Benefited
employees hired after July 1, 2012 will not receive the
Personal Days benefit until the next fiscal year
conditional upon budget approval.
The City Council has approved a total of three personal
days to the leave schedule for fiscal year 2012-2013 for
"Executive Pay Range" employees. Only those full-time
employees who were hired and working on June 30, 2012
will be eligible for the Personal Days benefit beginning
July 1, 2012. Executive Pay Range employees hired after
July 1, 2012 will not receive the Personal Days benefit
until the next fiscal year conditional upon budget
In lieu of the personal days benefit for sworn Fire
Department employees and to minimize staffing overtime
costs, the City Council has approved for fiscal year
2012-2013 a Deferred Compensation contribution of $43.20
per pay period. In addition, those sworn Fire
Department employees who receive executive benefits get
one personal day in addition to the Deferred
Compensation contribution of $43.20 per pay period.
Only those full-time sworn Fire Department employees who
were hired/promoted and working on June 30, 2012 will be
eligible for the benefit beginning July 1, 2012.
Sworn Fire Department employees must also be enrolled in
Deferred Compensation to receive this benefit.
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
For calculation purposes, the "year" begins
October 1. The City of Mesa will pay the
employeeâ€™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.
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).
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.
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,
and school activities, Financial and legal
arrangements, Counseling, Rest
and recuperation, Post-deployment
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
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
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.