Definitions

Question 1

Management-directed time off with pay for an employee that is not charged against the employee’s paid time off categories.

Answer 1

Administrative Leave.

Question 2

The date on which an employees eligibility for paid time off accruals is based?

Answer 2

Anniversary date.

Question 3

A person who has filed a valid application for employment.

Answer 3

Applicant.

Question 4

The public notice of examination to fill positions by open competition, or the notice to employees of an examination to fill positions within the city.

Answer 4

Announcement

Question 5

The placement of a qualified individual (following examination or other evidence of competence) in an at-will position.

Answer 5

Appointment.

Question 6

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.

Answer 6

Classification.

Question 7

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.).

Answer 7

Components Of Pay.

Question 8

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.

Answer 8

Criteria based promotion.

Question 9

Unpaid time away from work.

Answer 9

Dock status.

Question 10

A period of time after a covered disability commences before short-term or long- term disability benefits can begin.

Answer 10

Elimination period.

Question 11

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.

Answer 11

Critical City Services Personnel.

Question 12

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.

Answer 12

Essential Personnel.

Question 13

The evaluation procedure used to determine the relative qualifications of applicants.

Answer 13

Examination.

Question 14

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.

Answer 14

Management policy.

Management policies are created and modified at the sole discretion of the City Manager.

Question 15

The time an employee is absent from work but receiving pay.

Answer 15

Paid time off. 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.

Question 16

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 sixteen (16) working hours), demotion, or dismissal, is not warranted.

Answer 16

Pre deprivation hearing.

Upon recommendation of a reduction in pay, the employee will be notified that a pre-deprivation hearing will be held by the Department Director or designated acting Department Director, or City Manager designee. The employee will be given not less than one (1) working day’s notice of the pre-deprivation hearing and is allowed to bring a personal representative. If the employee’s representative is a City of Mesa employee, the representative must secure the approval of the employee’s supervisor to attend the hearing. The personal representative may speak and participate in the process with the concurrence of the Department Director conducting the hearing. (See Management Policy 339 - Implementing Corrective Action and Discipline for Pre-Deprivation Hearing Guidelines)

Question 17

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.

Answer 17

Probation.

Probationary Employee - An employee who has not completed the probationary period for a rehire, reinstatement, or new hire.

Question 18

The advancement of an employee from one (1) class to another class with a higher maximum rate of pay.

Answer 18

Promotion.

Question 19

The individual who completes the Performance Appraisal Form.

Answer 19

Rater.

Question 20

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.

Answer 20

Special leave.

Question 21

Appointments either full or part-time, generally for a period of less than one hundred-eighty (180) days.

Answer 21

Temp project employee.

Question 22

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.

Answer 22

Corrective action plan.

Question 23

If any document or notice is to be given to any person or department, the notice or document may be served personally or by certified 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.

Answer 23

Service of notice.

Question 24

The Human Resources Director may correct a manifest error or clear inequity affecting an employee or an applicant for employment.

Answer 24

Correction of errors.

Question 25

Each employee’s official personnel file shall contain:(read only)

Answer 25

1. Employee application
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
9. Written Counselings

Question 26

If required to live within incorporated city limits and you change residency. How long do you have to let the Personnel office know?

Answer 26

14 days.

Question 27

Employment 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 in the following order:

Answer 27

1. Reduction In Workforce (RIWF) Lists
2. Promotion Lists
3. Reinstatement Lists
4. Recruitment Summary Lists (Open Competitive Recruitments)

Question 28

Disqualifications: Applicants for classified positions may be denied further examination processing for any of the following reasons:(read only)

Answer 28

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.

Question 29

Who can review candidates applications?

Answer 29

Can 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 or subpoenas.

Question 30

Reinstatement:(read only)

Answer 30

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 who met the requirement of two (2) years of continuous employment (accruing at a higher rate) prior to separation from the City and are rehired within nine (9) months of separation will 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). 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.6 and 423.D.)Stability pay shall not be restored. A returning sworn employee’s seniority shall also be restored to the level it was prior to the separation if rehired within nine (9) months of separation (for internal promotions and shift bids).

Question 31

Shift differential is a premium paid to nonexempt employees working an eligible shift. An eligible shift is?

Answer 31

Is a shift of 8 hrs or more which starts on or after 2 pm 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. Sworn nonexempt Police Department employees eligible shift starts at 1000 am.

Question 32

Unexcused Absences: An employee who is absent without supervisory approval has an unexcused absence and is subject to the disciplinary action listed:(read only)

Answer 32

• For the first (1st) instance of unexcused absence, the employee shall receive at a minimum, a non-disciplinary corrective action (i.e., oral counseling, written counseling, Memorandum of Understanding, Corrective Action Plan).
• 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
• 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 termination with the approval of the Human Resources Director. (See Section 820.B. for suspension of exempt employees)
• 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, find that extraordinary circumstances do not justify the termination.
• An unexcused absence of three (3) consecutive work days, or two (2) consecutive twenty-four (24)-hour work shifts or more is considered to be abandonment of City of Mesa employment. Per Section 930.B., the City must attempt to notify the employee to schedule a pre-deprivation hearing by certified mail to the employee’s last known address.

Question 33

Fire personnel working 24 hr shifts accrue vacation time at:

Answer 33

Years Zero (0) Through Two (2):
-Four point nine (4.9) hours per pay period.
-An additional seven (7) hours will be granted on January 1 of each year.
Years Two (2+):
-Seven point seven (7.7) hours per pay period.
-An additional one point four (1.4) hours will be granted on January 1 of each
year.

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 fire personnel working a twenty-four (24)-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, one hundred twelve (112) hours for Fire personnel working a twenty-four (24)-hour shift, 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.

Fire personnel working a twenty-four (24)-hour shift must meet a minimum of fifty-four (54) hours in a biweekly pay period( to accrue vacation)

Question 34

Fire personnel working 24 hr shifts accrue sick time at:

Answer 34

• 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 134.4 hours in a calendar year.

Fire personnel working a twenty-four (24) hour shift must meet a minimum of fifty-four (54) hours in a biweekly pay period.(to accrue sick time)

Question 35

Employees who elect to convert sick time to vacation time in accordance with this subsection are required to execute the:

Answer 35

Sick time conversion election form.

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 sick time hours accrued above 1,456 unused sick time hours to vacation time.

A regular full-time or benefited part-time employee who retires from City of Mesa employment or dies shall be compensated for all accumulated sick time at the rate of fifty percent (50%). 728 hours for Fire personnel working a twenty-four (24) hour shift.

Question 36

What are the two types of probation allowed by the city?

Answer 36

Initial regular employment and disciplinary.

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.(Initial Probation)

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 employment probation period.

Question 37

Grievable Issues: A classified employee may submit a grievance only when:

Answer 37

1. The City of Mesa Personnel Rules, Management Policies, or the written rules and procedures of any City department have allegedly been misinterpreted or misapplied as to that employee.
2. The employee has been denied a regularly scheduled step pay increase. (See Section 530.G)

Grievances concerning the following matters shall not be processed:

1. Retirement systems;
2. Any insurance program in which the City participates;
3. Any examination, certification, or appointment;
4. Any classification action;
5. Any reduction in force action;
6. Any matter not subject to the control of the City government;
7. Complaints by at-will employees.

Question 38

Content: A grievance must be submitted in writing and must contain at a minimum:

Answer 38

1. The employee’s name, department, and classification;
2. The filing date of the grievance;
3. A complete statement of all facts and circumstances concerning the grievance, and the specific redress sought;
4. The specific rule alleged to have been violated for any grievance alleged noncompliance with the Personnel Rules or the rules and procedures of any department;
5. A summary of the efforts made to resolve the grievance informally;
6. Any additional information pertinent to the grievance;
7. Grievances not containing the above information shall not be accepted.

Question 39

The decision of the City Manager is final on all grievances. If the grievance concerns a suspension or demotion, the City Manager may request a review by the Personnel Appeals Board. The Personnel Appeals Board will render a written advisory opinion to the City Manager within __ days of the hearing.

Answer 39

5.

Procedure:
The employee who has a grievance will submit it as stated in this Section. With the exception of the City Manager, the City shall respond in writing to the employee within fifteen (15) days of receipt of the employee’s grievance. The City may extend this timeline with the concurrence of the employee. If the grievance is not resolved, the employee may submit the grievance within ten (10) days of the action to the City Manager, with copies to the supervisor, Department Director, Assistant City Manager, Deputy City Manager or City Manager designee, and the Human Resources Director. The City Manager will review the grievance and shall issue a written decision to the employee within thirty (30) days of receipt by the City Manager. The thirty (30) day period may be extended should circumstances arise that preclude the City from completing the review in a timely manner. The decision of the City Manager is final on all grievances. If the grievance concerns a suspension or demotion, the City Manager may request a review by the Personnel Appeals Board. The Personnel Appeals Board will render a written advisory opinion to the City Manager within five (5) days of the hearing.

Question 40

Dismissal of at-will employees other than part-time, seasonal, temporary, and employees on initial City probation, shall require the approval of the ___ _____ or the _____ ___ _____.

Answer 40

City manager or assistant city manager.

Question 41

What are examples of non disciplinary corrective actions?

Answer 41

Written counseling and corrective action plans.

Question 42

A Department Director or the designated acting Department Director, or City Manager designee or designated acting City Manager designee, may demote an employee for any of the following reasons:

Answer 42

1. Violation of the Standards of Conduct listed in Section 510;
2. Inability of the employee to meet the requirements of the employee’s position;
3. At the request of the employee;
4. For the convenience of the City;
5. Failure of a promoted employee to meet the minimum job requirements to which promoted.

Question 43

The placement of a qualified individual in an at will position.

Answer 43

Appointment.

Question 44

An employee who 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 w/o cause and w/o right of appeal. Includes PT, seasonal, temp project, grant funded, initial probation and those generally serving in administrative level and above.

Answer 44

At will employee.

The city manager has the discretion to designate positions as at will when they become vacant. Dismissal of at will employees other than PT, seasonal, temp project, and initial regular probation, shall require the approval of the CM or designee.

Question 45

An employee who is budgeted to work a minimum of 40 hours per pay period, and is eligible for regular PT benefits and is at will.

Answer 45

Benefited part time employee.

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.
Also MP320

Question 46

A written plan that alerts an employee about a performance problem and provides a period of time to correct the performance problem.

Answer 46

Corrective action plan.
The plans outlines the supervisors performance expectations, steps to be completed by the employee and warns of the potential consequences for failing to complete the plan successfully.
Also MP 339

Question 47

The levels of discipline:

Answer 47

• Written Reprimand - Considered the first (1st ) level of formal discipline as per Section 810 of the Personnel Rules. 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)
• Disciplinary Probation - Considered the second (2nd) level of formal discipline. 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 Personnel Rules.
• Suspension - Considered the third (3rd) 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.
• Demotion - Considered the fourth (4th) level of formal discipline as per Section 810 of the Personnel Rules. Demotion is the movement of an employee from one (1) class to another class having a lower maximum rate of pay.
• Dismissal - Considered the fifth (5th) level of formal discipline as per Section 810 of the Personnel Rules. Dismissal is the separation of an employee from City of Mesa employment for cause.

Note: There is no requirement to use these disciplinary actions in the order in which they appear. There are no pre-deprivation hearing requirements for giving written reprimands, disciplinary probation unless it includes a reduction in pay, or suspensions of sixteen (16) hours or less.

Question 48

Standards of conduct.

Causes for Discipline or Dismissal:(read only)

Answer 48

1. Incompetence or inefficiency in the performance of duties.
2. Abusiveness in attitude, 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. a.The use or possession of drugs, unless:

1) such use or possession is pursuant to orders from a duly licensed physician as part of a lawful course of treatment, or unless
2) in the case of a vapor releasing substance containing a toxic substance, such use or possession is consistent with manufacturer’s instructions and is authorized by the City for the performance of certain job-related functions.
b. The use or possession of alcohol while on duty or during a break therefrom (including meal breaks), or reporting for duty under the influence of alcohol or with a detectable odor of alcohol on one’s breath or about one’s person.
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 report to 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.
13. Engaging in unlawful harassment or discriminatory conduct committed on or off the job against another employee or applicant for employment on the basis of race, color, national origin, age, disability, religion, sex, sexual orientation, gender identity and expression, veterans’ status, marital status, or genetic information or engaging in retaliation against another for filing a complaint or participating in any investigation. (See Management Policy 308 - Workplace Harassment and Discrimination Policy)
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.o

Question 49

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.

Answer 49

Written Counseling.

Written documents of this nature, regardless of title, shall be 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)

Question 50

Considered the first (1st ) level of formal discipline as per Section 810 of the Personnel Rules.

Answer 50

Written Reprimand.

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)

Question 51

Considered the 2nd level of formal discipline. In accordance with Personnel rules Section 540 D and for violations of the Standards of conduct listed in Section 510.

Answer 51

Disciplinary probation.
An employee may be placed on disciplinary probation for violations of the Standards of Conduct listed Sec. 510 of the Personnel rules.
Also MP339.

Question 51

Considered the third (3rd) level of formal discipline. The employee is released from work duties for a specified period of time without pay.

Answer 51

Suspension.

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)

Duration: No employee may be suspended for a period of longer than two hundred forty (240) work hours (equivalent to thirty [30] eight [8] hour work days), nor shall any employee be suspended for more than two hundred forty (240) working hours in any twelve (12) month period. Suspension hours shall be based on the employee’s normal work schedule. Suspensions for exempt employees may be imposed in one (1) or more full-day increments for workplace conduct rule/policy infractions. Suspensions for infractions of safety rules/policies of major significance as defined by the FLSA may be imposed in partial or full day increments.

Question 53

Considered the 4th level of formal discipline as per Section 810 of the Personnel rules. Is the movement of an employee from on class to another class having a lower maximum rate of pay.

Answer 53

Demotion.
Also MP339(Implementing Corrective Action and Discipline)

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.

Question 54

Considered the 5th level of formal discipline as per Section 810 of the Personnel rules.

Answer 54

Dismissal.

Dismissal is the separation of an employee from COM employment for cause.

Question 55

Is an allegation by a classified employee that the Personnel rules or the written rules and procedures of any City Dept have been misinterpreted or misapplied as to that employee; or that the employee has been denied a regularly scheduled step pay increase.

Answer 55

Grievance.

Question 56

An applicant who has successfully completed the selection process and is being considered for employment.

Answer 56

Candidate.

Question 57

A ___ ________ ______ includes but may not be limited to: Assistant CM, Deputy CM, CFO, City Attorney, City Magistrate, City Clerk and City Auditor.

Answer 57

CM designee.

Question 58

The designation given to a class, each position allocated to the class, and to the occupant of each position.

Answer 58

Class Title

Question 59

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.

Answer 59

Executive Benefits Plan

Question 60

A stipulated time period beginning at hire or rehire to the City that TW full time employee must successfully complete in order to be protected by the Merit system.

Answer 60

Initial Regular Employment Probation

Formerly known as City Probation

Question 61

Two employees filling one full time budgeted position by each employee working one half of the regular work shift.

Answer 61

Job Share

Question 62

The working title for this position is Human Resources Director.

Answer 62

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.

Question 63

A person appointed under the provisions of a public service employment program. These persons shall not be entitled to benefits unless specifically approved by the City Manager.

Answer 63

Public Service Employee.

Question 64

The time an employee is absent from work and is not receiving pay.

Answer 64

Unpaid Time off.

The following are examples of unpaid time off: industrial dock, voluntary dock, disciplinary dock, absent without authority dock.

Question 65

Changing the classification of a position when a material change in duties or
responsibilities occurs.

Answer 65

Reclassification.

Question 66

Definition of Relative

Answer 66

Relative means employee’s spouse, child, parent, sister, brother, grandchild, grandparent and his/her 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 will not be allowed to 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 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

Question 67

Job Description(Classifications)(Read only)

Answer 67

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.

Question 68

Fire personnel working a twenty-four (24)-hour shift are eligible to receive overtime compensation for hours worked in excess of _______ hours during the twenty- seven (27) day work period.

Answer 68

204 hours.

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 not be considered time worked: compensatory time and observance of a holiday.

Question 69

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.

Answer 69

1. For the first (1st) instance of unexcused absence, the employee shall receive at a minimum, a non-disciplinary corrective action (i.e., oral counseling, written counseling, Memorandum of Understanding, 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 termination with the approval of the Human Resources Director. (See Section 820.B. 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, find that extraordinary circumstances do not justify the termination.
5. An unexcused absence of three (3) consecutive work days, or two (2) consecutive twenty-four (24)-hour work shifts or more is considered to be abandonment of City of Mesa employment. Per Section 930.B., the City must attempt to notify the employee to schedule a pre-deprivation hearing by certified mail to the employee’s last known address.

Question 70

City Holidays are as follows:

Answer 70

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, and 
Christmas Day.

Question 71

Unexcused absences:(Read only)

Answer 71

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, a non-disciplinary corrective action (i.e., oral counseling, written counseling, Memorandum of Understanding, 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 termination with the approval of the Human Resources Director. (See Section 820.B. 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, find that extraordinary circumstances do not justify the termination.
5. An unexcused absence of three (3) consecutive work days, or two (2) consecutive twenty-four (24)-hour work shifts or more is considered to be abandonment of City of Mesa employment. Per Section 930.B., the City must attempt to notify the employee to schedule a pre-deprivation hearing by certified mail to the employee’s last known address.

Question 72

For Fire personnel working a twenty- four (24) hour shift, an absence of up to __ ____ 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.

Answer 72

48 hours.

Question 73

A special lev is either:(Read only)

Answer 73

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.

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.

Question 74

Tuition reimbursement guidelines (Read only)

Answer 74

To qualify for tuition reimbursement, employees must be on regular full-time or benefited part-time status prior to the first day of the course. Full-time civilian employees must have successfully completed initial regular employment probation, full-time sworn police/fire employees and benefited at- will employees must have successfully completed one (1) year of continuous service prior to the first day of the course. (See Management Policy 335 - Tuition Reimbursement)

Question 75

Work period for Fire Personnel

Answer 75

The work period for all Fire personnel working a twenty-four (24)-hour shift is a period of twenty-seven (27) days, starting at 12:01 a.m. on day one (1) and ending at 12:00 p.m. midnight on day twenty-seven (27).

Question 76

Performance appraisals frequency

Answer 76

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.

Question 77

Resignation

Answer 77

A. Requirements: An employee who wishes to leave the City of Mesa employment in good standing shall file a written resignation with the Department Director or City Manager designee at least fourteen (14) days prior to the employee’s final work day. The Department Director or City Manager designee may waive this requirement. The written resignation shall be forwarded to the Human Resources Director.

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 submitted a resignation may 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.