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Flashcards in 300s Deck (89):

The four (4) phases of the Performance Appraisal Program are?

1. Planning.(goals and expectations)
2. Monitoring/coaching.(mid point check in)
3. Self appraisal.
4. Evaluating.(performance appraisal)


Which employees don't receive a performance review?

Seasonal and non-benefited employees.


These employees do not serve a probation period and therefore are not subject to a probationary performance appraisal, however they are eligible for a step increase one (1) year from hire or appointment date then they convert to the Common Review Date cycle. Whats their title?

Benefited part time.


These employees (at-will) do not receive performance appraisals and are not eligible for step increases. Whats their title?

Non benefited part time.
(If a department wishes to give a non-benefited part-time employee a pay increase, the employee’s rater must have their Department HR Liaison submit an Employee Status Maintenance (ESMT) document for the salary adjustment with the rater’s documentation to support the successful performance and; the non-benefited part-time employee must have worked a minimum of one thousand forty (1,040) hours.)


The Employee Values - All employees shall be rated on the following:

-Knowledge - always improving, highly skilled, resourceful
-Respect - lead by example, friendly, recognize value in others
-Integrity - accountable, loyal, ethical


The Role Competencies. A minimum of ____ Role Competencies are required for each PAF.



The Goals/Expectations. A minimum of ____ goals/expectations are required to ensure that raters are clearly identifying performance expectations of the employee.



Raters are required to review Management Policy ___ with the employee in Phase 4. The employee will review and electronically sign the Employee Acknowledgement Information Security & Computer Usage Policy in the PAF Creator indicating the employee understands and agrees to comply with this policy.



Employees interested in participating in the Bilingual Compensation Program must complete and submit a _____ ______ ______ _____ to their immediate supervisor and Department Director for approval.

Bilingual ability survey form.


A. The ____ has the overall responsibility for actions taken to control a local emergency.
B. The ___ _____will direct and control the emergency operations.
C. The ___ ________ _______ _____ consisting of all department and agencies of the City will take the necessary actions to control an emergency within the City jurisdiction.
D. The ___ ______ _____ will manage the City’s overall Emergency Management Program.
E. The ___ ______ _______ ______ will make recommendations to the City Manager on improvements to the City’s Emergency Management Program.

City Manager
COM Emergency Services Org
City emergency manager
COM emergency management committee.


The City of Mesa is committed to the following key principles in providing a safe and healthful workplace for every employee.
To implement these principles, management will establish a Safety Services Division to assist in compliance with federal, state and city safety regulations. Which are?

1. Safety Services will have the responsibility to identify any and all safety hazards.
2. Safety Services will notify the appropriate Department Manager immediately after stabilizing a potential injurious work condition.
3. Safety Services will develop and publish a safety manual that will establish citywide safety policies and procedures.
4. Safety Services will give advice to all departments regarding safety hazards and violations.
5. Safety Services will respond to any outside agencies regarding safety issues.


RETIREMENT AND RESIGNATION NOTIFICATIONS. Employees in an Administrator, Department Manager or higher level classification should give written notice of retirement at least __ days prior to the retirement date. All other employees should give written notice of retirement at least __ days prior to the retirement date. For resignations other than retirement, employees are requested to give the earliest possible notification, but no less than the __ days written notification required by Personnel Rules, Section 910.



Full-time employees retiring with the City of Mesa will be allotted $___ to use towards the preparation of a retirement recognition/acknowledgement celebration. Additionally, each retiring employee with __ or more years of service may receive, at the discretion of the department director, the standard City of Mesa plaque or art glass

Benefited PT employees get half of the FT employee amount.


Employees who have been approved for medical retirement either by the Public Safety Personnel Retirement System or one of the City long-term disability programs requires _____ _____ approval prior to any recognition/retirement celebration.

Department manager.


Employees that participate in the Public Safety Personnel Retirement System (PSPRS) may request one retirement estimate with two potential retirement dates, once per calendar year (unless the employee can demonstrate extenuating circumstances warranting an additional request). This request is made directly to the ____ ____ _____ ______.

COM's City Clerks office.


In advance of the retirement date (60 days for Administrator, Department Managers and higher level classification and 30 days for all other employees) each employee should coordinate with his/her supervisor to develop a work transition plan which may include, but not be limited to, the following:(read only)

-List of current projects and status report for immediate supervisor.
-List of upcoming Performance Evaluations due for direct reports and status of each.
-Written delegation of signature authority and responsibility (if applicable).
-Written procedures for specific duties.
-Transfer of project management and cross training with coworker(s) and/or sharing of pertinent information.


In regards to the Innov8 program. A “suggestion” which identifies a problem or opportunity along with a proposed solution.



In regards to the Innov8 program. A process of brainstorming, developing and implementing changes that improve operational effectiveness and cost savings.



In regards to the Innov8 program. An evaluation of the risks, costs, and benefits of a change or innovative idea.

Solution based evaluation.


Is un-welcomed behavior toward another individual based upon that person’s race, color, national origin, age, disability, religion, sex, sexual orientation, gender identity and expression, veterans’ status, marital status, genetic information, or any other protected basis; which has the purpose or effect of unreasonably interfering with that person’s work performance or creating an intimidating, hostile, or offensive work environment, that is not welcome, that is offensive, demoralizing, and/or interferes with work effectiveness.

Workplace Harassment.


Occurs when an individual is treated differently because of his/her race, color, national origin, age, disability, religion, sex, sexual orientation, gender identity and expression, veterans’ status, marital status, or genetic information unless there is a job-related reason for the different treatment.

Workplace Discrimination.


Any employee or volunteer who believes he/she has been a victim of workplace harassment or discrimination, or who has witnessed such harassment or discrimination, may file a complaint using the ____ _______/______ ___ _____.

Workplace Harassment/Discrimination Complaint Form.


Regarding workplace harassment/discrimination. Employees, including Police personnel, are encouraged to give the complaint directly to Human Resources, but may also give the written complaint to any of the following:

-Their immediate supervisor
-Any Department Director
-Any Human Resources representative
-An Internal Affairs Representative (Police Department only)


Prohibited types of retaliation may include but are not limited to:(read only)

-Open hostility to complainant, witness, or others involved;
-Exclusion/ostracism of the complainant, witness or others involved;
-Creation of a hostile work environment;
-Bantering or making negative remarks about the complainant, witness or others involved;
-Assignment of the complainant, witness or others to demeaning duties because of his/her participation in the investigation;
-Patronizing behavior;
-Discriminatory treatment;
-Subtle harassment;
-Unreasonable supervisory imposed assignments and deadlines.


At a minimum an individual whose license is suspended, revoked or canceled for a non-DUI driving offense will be:

-immediately removed from driving privileges at work
-assigned to non-driving duties if available
-employees may be subject to a minimum of five percent (5%) reduction in pay up to sixty (60) calendar days.
(Further disciplinary action may be taken, up to and including termination, as determined by the Department Director or designee in consultation with the Human Resources Department.)


Before any individual operates a City vehicle, he/she is required to walk around the vehicle to assess general appearance and condition. It is the individual’s responsibility to check the vehicle fluid levels at a minimum of once a week or every ___ miles.

(This doesn't pertain to fire trucks)


Any individual in a collision involving any injury, fatality or serious property damage shall:

1. Call 911
2. Notify their Imm. Supervisor
3. Contact Safety Services.


If the employee is not released to regular work within five hundred twenty (520) hours (approximately three (3) months), the employee may request an extension by submitting a physician’s note outlining the restrictions, capabilities, and needs, including the expected date of return to regular duty to their supervisor. The supervisor shall send this work release and the Transitional Work Request Form to _____ ______.

Safety services.


The _______ ________ and the ______ _______ shall make the decision regarding an extension request of transitional work beyond one thousand forty (1040) hours (approximately six (6) months).

Department director and the HR director. (initial transitional work assignments can be provided for up to five hundred twenty (520) hours (approximately three (3) months). If additional time is needed, an extension may be requested. All extensions are subject to Department Director approval.)


Employees begin transitional work after they have received a work release from a physician. This release shall specify the following:

A. Expected date of return to regular work.
B. Specific restrictions, capabilities, needs outlined by the physician. (If an employee is offered transitional work and does not accept transitional work, the employee will not be eligible to use sick time or vacation time. Their time will be docked.)


In regards to transitional work. Supervisor shall:

-Complete the Transitional Work Request Form and send it to Safety
Services Administration.
-Contact Safety Services to discuss when there is any question as to an employee’s eligibility or prior to denial when consideration is being given to denying transitional work.
-Maintain communication as needed with Safety Services for work related and non-work related transitional work issues.
-Keep track of the employee’s time using the transitional work pay codes in Kronos.


What is the most compensatory time a full time Fire employee can accrue?

140 hours for fire employees.
(100 for regular FT and 50 for part time city employees.)


Compensatory time may be taken at any time approved by the supervisor and must be taken in _____ hour increments.

One quarter(1/4).


Per the Smoke-Free Arizona Act, A.R.S. 36-601.01 (“the Act”), smoking is not permitted within ___ ___ of entrances, open windows, or ventilation systems unless defined differently by a facility.

20 feet.


Non-DOT covered employees: a supervisor of a non- DOT covered employee who has a good faith belief, through their own observation or from other sources or criteria as defined in A.R.S. § 23-493, that an employee:

-Has consumed, used, possessed, or distributed alcohol, illegal or state authorized drugs and/or controlled substances; and/or,
-Is impaired by illegal, prescription, over-the-counter or drugs/controlled substances authorized for use by the state while on duty or during a break from duty (including meal breaks); and/or,
-Reported for duty under the influence of such substances,
-May, with Human Resources’ approval, require the employee submit to a Reasonable Suspicion test.


In regards to the STAR program. The City has adopted the STAR (Special Thanks and Recognition) program that encourages rewarding employees who achieve consistently high results. Examples of the types of actions that could be rewarded if demonstrated by an employee are noted:(read only)

Demonstrating leadership by:
● Leading others to achieve results
● Setting goals and creating strategic plans
● Recognizing achievement
● Helping others to reach their full potential
● Communicating effectively in all settings ● Encouraging participation by employees
Showing innovation by:
● Generating new ideas and creative solutions
● Understanding and nurturing creativity
● Seeing value even in failed attempts
● Encouraging options and alternative thinking
● Getting involved in problem solving
Involvement in the community by:
● Setting an example of citizenship
● Encouraging citizen participation in City programs
● Getting involved with community activities
● Promoting and preserving quality of life
● Improving the City’s relations with the community
Improving City services by:
● Developing systems that save money
● Managing staff and resources effectively
● Developing ways to use time efficiently
● Inventing improved control systems
● Developing cost control policies
Commitment to customer service by:
● Demonstrating service excellence
● Supporting the City’s Great People, Quality Service motto
● Seeking input and feedback on services
● Participating in training to improve service


Two-step merits may be awarded to an employee at the time of their scheduled merit review. In this event an employee would receive a 10 percent increase.(read only)

-Full-time and benefited part-time employees who are below the “G” step of the salary range to which they are assigned are eligible for an unscheduled merit.
-Full-time and benefited part-time employees who are below the “F” step of the salary range to which they are assigned are eligible for a two-step merit.
-An employee is limited to receiving no more than one unscheduled or a two-step merit increase once during a 24-month period.


During the course of your workday, if you encounter any suspicious item or learn of any threat follow these guidelines:

-DO NOT ignore the item or threat. Treat it as a serious issue.
-DO NOT approach, touch, move, open, pull, shake, or turn suspicious packages or objects.
-DO NOT take any chances or worry about possible embarrassment if the item turns out to be innocent.
-DO NOT use portable radios or cellular telephones in the vicinity of the item.


During the course of your workday, if you encounter any suspicious item or learn of any threat follow these guidelines:

-DO isolate the object by evacuating the immediate area and moving people away from the suspicious item rather than moving the suspicious item away from the people.
-DO open windows, when possible, in the immediate area of a building to help vent potential explosive gases. This does not apply when there is a suspicious substance in a small envelope.
-DO contact the Mesa Police Department by dialing 911.


Includes but is not limited to the Internet, Intranet, e-mail, instant messaging, telephones, mobile devices, and other computing and telecommunications resources.

City technology resource.


Access to City information systems and data will be granted using the principle of?

Least privilege. (need to know)


The elements in this Information security and computer usage policy provide measures that:(read only)

-Help preserve the public trust
-Increase City staff’s effectiveness by promoting efficient, clear, and
accurate electronic business transactions and communications
-Minimize security incidents
-Minimize impact of security incidents and facilitate quick recovery
-Emphasize the public record aspects of electronic information, and
-Protect the City from legal liability
-Support Payment Card Industry (PCI) obligations
-Support Health Insurance Portability and Accountability Act (HIPAA)
-Support FBI CJIS compliance (where applicable)


Email mail files and archives will be retained for _ years with automatic deletion of email older than _ years performed monthly.



What information must be encrypted in transmission, encrypted at rest, and accessible in a secure manner?

Social security number, credit card number, and protected health information.


For purposes of this procedure, “incidental personal use” is defined as any personal use of City-owned technology resources or managed technology that:(read only)

-Is infrequent and brief;
-Does not have a negative impact on overall staff productivity;
-Does not interfere with the normal operations of a staff member’s department or work unit;
-Does not result in any additional expense to the City.
-Should not adversely affect technology resources, disk space, and
network bandwidth.
-Does not compromise or embarrass either the City or its staff in any way;
-Does not contravene other elements of the Information Security Policy; and/or
-Serves the interests of the City in allowing staff the flexibility to address important personal matters that cannot be addressed outside of work hours or without leaving the workplace.
-Such usage shall not be considered private and is subject to be investigated, monitored, duplicated, recorded, and/or logged.


The official published set of industry standards and requirements that all credit card processing merchants must comply with, as set forth by the payment card industry Security Standards Council.

Payment Card Industry Data Security Standard (PCI DSS)


Any electronic system or service used for the completion of credit card transactions, storage of Cardholder Data, or creation of Cardholder Data receipts or reports, for City merchant accounts. This includes any software applications, hardware or other electronic devices, including those provided by third-party vendors that transmit, store or display Cardholder Data.

Credit Card Processing System.


The information about a cardholder that is collected for the purpose of processing of a credit card transaction. At a minimum, Cardholder Data consists of the full Primary Account Number (PAN), or the PAN plus any of the following: name, expiration date and/or service code. Service code will not be stored.

Cardholder Data.


The identified length of time Cardholder Data is stored and business reasons for such storage.

Cardholder Data Retention.


The identified criteria for the removal of stored Cardholder Data.

Cardholder Data Disposal.


For HIPAA purposes, the Privacy Officer is?

The HR Director and the Security Officer is the CISO.


Recognition and rewards(STAR) must be linked to the organization’s goals of:(read only)

Enhancing customer service; encouraging employee satisfaction and productivity; and implementing effective, high-performance management practices.


Tuition will be reimbursed only for schools awarded accreditation from one of the following accrediting associations:(read only)

Northwest Association, Middle States Association, New England Association, North Central Association, Southern Association, Western Association, or the accrediting association affiliated with the type of courses offered.


Tuition will be reimbursed for the following types of training or education:

1. Coursework that is directly job-related or expands the employees overall job skills.
2. Coursework that will allow the employee to become more promotable with any City department.
3. Coursework that is required for a degree (Associate, Bachelor, Master or Doctoral) in a curriculum program.
4. Coursework that is a beneficial skill set for the City of Mesa.


Employees shall not be reimbursed for the cost of normal academic expenses such as:(read only)

Administration fees, lab fees, books, recreation fees, etc. College-Level Examination Program (CLEP) testing or Life Experience (Prior Learning Assessment) credit costs, fees, and taxes are not covered by tuition reimbursement.



Uniformed Services Employment and Reemployment Rights
Act of 1994.


Full-time duty in the Active Military service of the United States. This includes members of the reserve components serving on Active Duty or full-time training duty. This also includes Active Duty for special work and Active Guard and Reserve duty:

Active duty.


National Guard and Reserve members who are on voluntary Active Duty providing full-time support to National Guard, Reserve, and active component organizations for the purpose of organizing, administering, recruiting, instructing, or training the reserve components:

Active guard and reserve.


Any service in the Uniformed Services in which a member of the Uniformed Services volunteers or is ordered to Active Duty:

Active military service.


Active Duty for Special Work.(read only)

A tour of Active Duty for reserve personnel authorized from military and reserve personnel appropriations for work on active or reserve component programs. This includes annual screenings, training camp operations, training ship operations, and unit conversion to new weapon systems when such duties are essential. Active Duty for special work may also be authorized to support study groups, training sites and exercises, short-term projects, and doing administrative support or functions. Active Duty for special work tours is normally limited to 179 days or less in one fiscal year.


Active duty for training.(read only)

A tour of Active Duty, which is used for training members of the reserve components to provide trained units and qualified persons to fill the needs of the Armed Forces in time of war or national emergency and such other times as the National Security requires. The member is under orders, which provide for return to non- active status when the period of Active Duty for training is completed. It includes annual training, special tours of Active Duty for training, school tours, and the initial duty for training performed by non-prior service enlistees.


Reserve component.(read only)

The Armed Forces of the United States Reserve component consists of the Army National Guard; Army Reserve; Navy Reserve; Marine Corps Reserve; Air National Guard; Air Force Reserve; and Coast Guard Reserve.


Service in the uniformed services.(read only)

The performance of duty on a voluntary or involuntary basis in a Uniformed Service under competent authority, including Active Duty, active and inactive duty for training, National Guard duty under federal statute, and a period for which a person is absent from work for an examination to determine the fitness of the person to perform such duty. The term also includes a period for which a person is absent from employment to perform funeral honors duty as authorized by law. Service as an intermittent disaster-response appointee upon activation of the NDMS or as a participant in an authorized training program is also deemed “Service in the Uniformed Services.”


Uniformed services.(read only)

The Armed Forces (Army, Navy, Marine Corps, Air Force, Coast Guard); the Army National Guard and the Air National Guard when engaged in Active Duty for training, inactive duty training, or full-time National Guard duty; and the Commissioned Corps of the Public Health Service; and any other category of persons designated by the president of the United States in time of war or national emergency. For purposes of USERRA coverage only, service as an intermittent disaster response appointee of the National Disaster Medical System (“NDMS”) when federally activated or attending authorized training in support of their federal mission is deemed “Service in the Uniformed Services,” although such appointee is not a member of the “Uniformed Services” as defined by USERRA.


An employee who is leaving to perform service in the Uniformed Services must provide ___ days advance notice, when feasible, either orally or in writing to his/her immediate supervisor and Leave Administration unless prevented from doing so by military necessity or advance notice is otherwise impossible or unreasonable. A copy of the relevant military orders shall be sent to Leave Administration.



All employees called to Active Duty for a period of more than __ days will be required to meet with Leave Administration for a military consult where employees will review and sign a check sheet prior to leaving for service to ensure that they understand their rights, benefits, and their obligations for reporting to work as directed in this policy and USERRA.



The cumulative length of a person’s absence from a position due to service in the Uniformed Services may not exceed a total of __ years.



In accordance with Arizona State Law, pursuant to A.R.S. 38-610 an employee who is a member of the reserve component who is required to attend Active Duty for Training shall be granted military time with pay for a period not to exceed __ days in any __ consecutive years. For purposes of calculating this time, the federal fiscal year calendar shall apply (October 1 through September 30). The two-year time period shall begin October 1st of the fiscal year upon receipt of the employee’s orders to report to active duty for training.



If the employee is on Active Duty for more than __ consecutive days, the employee may receive Military Differential Pay for a maximum period of __ consecutive months. The __ month period starts over with each new tour of duty.



The responsibility of Municipal Security will:(read only)

Extend to providing and/or reviewing design of security components, troubleshooting and initiating the repair of systems; review security expenditures; supplementary services of security training and education; providing first- line investigative support for security issues; and providing technical reports.


Workplace violence is defined as:

Any act of verbal or physical violence, including threats, placing a person in fear or intimidation which occurs in a place of business or organization, or which is committed against a person or persons during the course of their employment is prohibited.


Acute workplace violence is defined as?

An out-of-control argument, situation or physical contact (hitting, kicking, spitting, fighting, etc.) with an employee, citizen, customer, family member or acquaintance while at work.


Corrective Action Plan:(read only)

A non-disciplinary 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.


Non-Disciplinary Corrective action.(read only)

Corrective action taken by a supervisor or manager that is not considered formal discipline. These actions include but are not limited to, oral counseling, memorandum of understanding, written counseling, and/or a corrective action plan.


Disciplinary Corrective Action.(read only)

Corrective action taken by a supervisor that is considered a formal disciplinary step as listed in Section 810 of the Personnel Rules. These include: written reprimand, disciplinary probation, suspension, involuntary demotion, and dismissal.


Employees are not entitled to a pre- deprivation hearing for suspensions of less than __ work hours.



The victim leave law requires employers to allow an employee who has been the victim of a crime or a juvenile offense or who has an immediate family member who has been the victim of a crime or a juvenile offense to attend the following types of court proceedings:(read only)

-Any proceeding, including post-arrest and post-conviction or post- adjudication, in which the court considers the release of the criminal defendant or the accused juvenile or juvenile delinquent after arrest or confinement.
-Any initial appearance.
-Detention hearings of a juvenile accused of committing a delinquent act.
-All criminal proceedings at which the defendant has a right to be present, and all court proceedings at which the accused juvenile or juvenile delinquent has a right to be present.
-Plea negotiations.
-Probation modification, revocation disposition or termination proceedings.
-Any disposition proceeding.
-Any re-examination proceeding due to a failure to comply with victim notification rights.
-Employees are also allowed time off to obtain an order of protection, an injunction against harassment or any other injunctive relief to help ensure the health, safety and welfare of the victim or the victim’s child.


FMLA.(read only)

The Family and Medical Leave Act (“FMLA”) entitles eligible employees to take up to twelve (12) workweeks of protected leave in a twelve (12)-month period for specified family and medical reasons and up to twenty-six (26) workweeks of protected leave in a twelve (12)-month period for certain military-related reasons. If any conflict exists between the FMLA and this policy, the FMLA and its regulations will take precedence. The City Manager may amend at any time benefits under this policy that exceed those required by the FMLA.


A condition that (1) requires visits at least twice a year to a health care provider; (2) continues over an extended time period; and (3) may cause episodic rather than continuing periods of incapacity.

Chronic Serious Health Condition.


Qualified leave of more than three (3) calendar days.

Consecutive Leave.


Leave given to an eligible employee whose son, daughter, spouse, or parent is a member of the Armed Forces, including the National Guard and Reserves, and who is on covered active duty, under a call to covered active duty status, or has been notified of an impending call to order to covered active duty.

Qualifying Exigency Leave.
Qualifying Exigency categories include:
-Short notice deployments (i.e. within seven or fewer days’ notice);
▪ Military events and related activities (i.e. ceremonies, programs, informational briefings);
▪ Certain childcare and related activities for the military member’s son or daughter;
▪ To make or update financial and legal arrangements to address the military member’s absence;
▪ Counseling;
▪ Rest and recuperation (up to 15 calendar days);
▪ Post-deployment activities within 90 days of the end of covered active duty or to attend to issues arising from the death of a military member while on covered active duty;
▪ Parental care activities for the military member’s parent who is incapable of self-care;
▪ Any other event the City and employee agree is a qualifying exigency category.


An illness, injury, impairment, or physical or mental condition that involves inpatient care or continuing treatment by a health care provider. “Continuing treatment” means (1) a period of incapacity of more than three consecutive, full calendar days plus treatment by a health care provider twice, or once with a continuing regimen of treatment; (2) any period of incapacity related to pregnancy or for prenatal care; (3) any period of incapacity or treatment for a chronic serious health condition requiring a minimum of two treatment visits per year; (4) a period of incapacity for permanent or long-term conditions for which treatment may not be effective; or (5) any period of incapacity to receive multiple treatments (including recovery from those treatments) for restorative surgery, or for a condition which would likely result in an incapacity of more than three consecutive, full calendar days absent medical treatment.

Serious Health condition.


To be eligible for FMLA, at the time of the FMLA request an employee must:

1. Be an active employee of the City of Mesa.
2. Have been employed and/or provided service to the City of Mesa for at least twelve (12) months (need not be consecutive months), and;
3. Have worked (does not include paid time off) a minimum of one thousand two hundred fifty (1,250) hours in the twelve months immediately preceding the commencement of the leave.
4. Meet all other federal requirements for eligibility as required by FMLA.


Here are the procedures supervisors shall follow in the event an employee has notified them of being cited for a DUI offense:(read only)

1. Upon being notified of a DUI offense, immediately notify the Human Resources department of the situation and provide the following:
a. Employee’s name and position; AND
b. Class of license the employee holds (i.e., Class D or CDL A, B, C); AND
c. Copy of the citation; AND
d. Whether the citation was issued on or off duty; AND
e. Whether driving is a requirement of the job as indicated in the job description; AND
f. Whether the employee notified the supervisor as required under Section III. EMPLOYEE RESPONSIBILITIES of this policy.
2. Immediately remove employee from driving privileges at work (both City and personal vehicles for work purposes).
3. Notify Department Director and Deputy City Manager or City Manager designee (as appropriate).
4. Review EAP referral paperwork with employee and ensure employee has scheduled the initial evaluation/assessment session with SAP (see Human Resources’ Responsibilities Section of this policy).
5. Once HR notifies the supervisor of EAP’s recommendation, the supervisor must offer appropriate assistance to help the employee attend and complete the SAP’s recommendations.
6. The supervisor shall notify Human Resources of:
a. Any changes pertaining to employee’s license status; AND
b. Any civil or criminal court proceedings; AND
c. Final disposition of DUI offense; AND
d. Any violations of this policy (e.g., employee’s failure to comply with directives of this policy); AND
e. Any discipline enacted by the department.


DUI On duty or off duty when Driving is NOT a job requirement.(read only)

-Upon Notification and Pending Adjudication:
1. Referral to a Substance Abuse Professional (SAP) through the City’s Employee Assistance Program (EAP) provider for evaluation; AND
2. Removal of driving privileges at work until completion of EAP recommendation as directed by the SAP.
-Upon Suspension of Driver’s License:
Removal from driving privileges at work (this applies to City vehicles and personal vehicles used for City business) until restricted driver’s license is issued (and subsequently driver’s license is reinstated).
-Upon Conviction:
Separation from the City of Mesa if:
a. DUI was received on duty; OR
b. Court ordered jail time is for 30 or more consecutive days.


DUI on duty or off when Driving IS a job requirement.(read only)

-Upon Notification and Pending Adjudication:
1. Referral to a Substance Abuse Professional (SAP) through the City’s Employee Assistance Program (EAP) provider for evaluation; AND
2. Removal of driving privileges at work until completion of EAP recommendation as directed by the SAP.
Upon Suspension of Driver’s License: If license is suspended for 30 days or less, at the discretion of the Department Director, in
accordance with operational needs, one of the following will occur:
1. Time off work until restricted driver’s license is issued or driver’s license is reinstated (this applies to both personal and City vehicles for City business):
a. Time off work without pay is considered a suspension. A pre-deprivation hearing for classified employees will be required if the suspension is for more than 16 work hours. The suspension is designed to be concurrent with the suspension of the employee’s license; however, should the suspension of the license occur before the City is notified, the work suspension will begin upon conclusion of the pre-deprivation process and will last for a period of 30 calendar days.
b. Time off work with pay allows the employee to take previously accrued vacation time and/or compensatory time when it is determined by the Department Director to be in the best interest of City operations.
2. Continue work but reassign to non-driving duties until restricted driver’s license is issued or driver’s license is reinstated (this applies to both City vehicles and personal vehicles used for City business).
Driving privileges may be reinstated for work purposes once a restricted driver’s license is issued (and subsequently driver’s license is reinstated).
If license is suspended for more than 30 days:
Separation from the City of Mesa.
Upon conviction:
1. Separation from City of Mesa if:
a. DUI was received on duty; OR
b. Court ordered jail time is for 30 or more consecutive days; OR
c. DUI was drug related; OR
d. Employee is required to have an IID on their personal vehicle and it is determined by the City Manager or designee not to offer a Last Chance Agreement.
2. If employee is offered a Last Chance Agreement, at the discretion of the Department Director and in consultation with the Human Resources Director, the employee may be reassigned to non-driving duties for the duration of the IID. The employee shall be placed on disciplinary probation for 12 months with a minimum five (5) percent reduction in pay (pre-deprivation hearing is required for classified employees). If the employee is not reassigned to non-driving duties the employee shall be separated from the City of Mesa.


What is the reporting requirement for the DUI policy?

1. Any employee, who receives a DUI citation whether the citation occurred on the job or off the job, shall notify his/her immediate supervisor upon reporting to work.
2. Employees, who do not work a regular workweek, have an extended break in scheduled hours (e.g., seasonal employees) or who are out on a leave (e.g., military, FMLA, unpaid) shall notify his/her immediate supervisor upon initial return to work.
3. Failure to report any DUI offense in accordance with this policy shall result in disciplinary probation for 12 months (probation shall not be reduced) and a minimum five (5) percent reduction in pay for a minimum of three (3) months (pre-deprivation hearing is required for classified employees). Further disciplinary actions may be taken, up to and including termination, as determined by the Department Director in consultation with the Human Resources department.


The CENS Alert System can only be activated to assist in emergency community notifications regarding:

Imminent threat to life or property.
Disaster notification.
Endangered persons (elderly, children).
Evacuation notices.
Any notification to provide emergency information to a defined community, including but not limited to the above examples.
The situation must be deemed an emergency and may not be utilized for
routine, informational or educational messages.


Reflects the City of Mesa’s values and conforms to City management policies and personnel rules. Specifically, refrain from posting content that:(read only)

-is malicious, obscene, threatening or intimidating;
o is harassing or constitutes bullying;
o includes discriminatory remarks 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;
o includes threats of violence;
o is meant to intentionally harm someone’s reputation;
o could contribute to a hostile work environment.