Special Incentives
The City of Mesa recognizes the importance of having bilingual employees to
communicate with the citizens of Mesa in order to meet their needs. Further, the
City believes it is appropriate to compensate employees who have demonstrated
their knowledge, skill and ability in speaking Spanish or using sign language to
the extent that they meet the requirements provided in this policy. This
policy may accommodate compensation for additional languages should the need
arise in the future.
Basic Level Certification - Basic level certification requires proficient
communication skills which prove the employee has the ability to obtain and
communicate basic information with citizens and includes such skills as using
and understanding simple greetings, introductions, numbers, addresses, money,
days of the week, months of the year, members of the family, interrogative
words, pronouncing and using names correctly, and giving and following general
directions in the second language. Employees certified at the basic level
receive an additional $0.29 per hour ($0.207 per hour for 56-hour firefighters),
which is approximately $50 per month depending on the number of hours worked.
Intermediate Level Certification - In addition to the
requirements of the basic level, the intermediate level requires an individual
to be able to communicate with a higher level of proficiency, which may include
communication of technical language and instructions. Employees certified at the
intermediate level should be able to read and write in the second language, or
communicate with hearing impaired persons at a more detailed and complex level
with little or no difficulty. Employees certified at the intermediate level
receive an additional $0.58 per hour ($0.414 per hour for 56-hour firefighters),
which is approximately $100 per month depending on the number of hours worked.
The City of Mesa has a 100%
subsidized bus pass program available to its employees. Ride a bus to
work....it helps reduce pollution, it's easy and it's a great way to meet new
people. Best of all, it's FREE to ride! Check out
Valley Metro's
Web site for a bus route near you.
Stand-by pay is payment received by an employee to compensate the employee
for being required to be available to provide emergency services during a
specified period.
An employee on stand-by on a day normally scheduled to work shall be paid one
(1) hour pay at the current range and step as stand-by pay for that day. An
employee who is on stand-by on a day on which the employee is not normally
scheduled to work shall receive two (2) hours pay at the current range and step
for that day. Stand-by pay for all eligible employees will be the same.
Call-out pay is pay received by an employee for actually working during a
time the employee is not normally scheduled to work, in response to an
emergency.
An employee who is called out for emergency service shall be paid one and
one-half (1-1/2) times the hourly rate for each hour worked with a minimum of
one (1) hour payable for the employee's regularly scheduled work day, and two
(2) hours payable for the employee's regular day(s) off or a City observed
holiday. In addition, employees are paid one-half (1/2) hour travel time
to travel to work from the time they are called out. Call-out pay will not be
paid for employees traveling home after the emergency.
Employees who are called out to work after their regular shift ends and are
required to work through what would normally be hours of sleep, will be allowed
the same amount of unpaid sleep time as call-out time worked during that
twenty-four (24) hour period. In lieu of unpaid sleep time, accrued
vacation or compensatory time may be used.
The City's objective is to provide the
highest level of service to its citizens at all
times. Accordingly, there are occasions when
employees are required to work beyond a normal,
scheduled workday. To provide quality service
and control costs, the City provides a
compensatory time program for overtime worked by
nonexempt full-time employees.
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Compensatory time for nonexempt employees is accrued at the same rate as
overtime; that is, for each hour of overtime worked, one and one-half
hours of the compensatory time is granted.
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Employees may accumulate a
maximum of eighty (80) hours compensatory time (fifty-three point three
(53.3) hours of overtime worked equals eighty (80) hours of compensatory
time).
Effective January 1, 2007, the current rate
for mileage is 48.5 cents per mile when
using a personal vehicle for City business.
All classified employees, except Executive, administrative, or professional employees who meet the criteria
established in the federal Fair Labor Standards Act (FLSA) as amended, are
exempt from overtime pay are
eligible to receive overtime pay when earned.
Overtime Schedules: All classified Human Resources except those identified above
shall be eligible to receive overtime compensation for hours worked in excess of
forty (40) hours during any work week, fifty-six hours (56) for firefighters.
For purposes of calculating overtime, paid leave is considered time worked.
Eligible employees, when authorized to work overtime, shall be
compensated at one and one-half (1-1/2) times the hourly rate for each hour of
overtime worked.
Shift differential is paid to
eligible employees on a night shift. A night shift is a shift of eight (8)
or more hours which starts after 10:00 a.m. Eligible employees will
receive shift differential for all work performed from 3:30 pm to 8:00 am.
Part-time employees (benefited or non-benefited) in eligible classifications
will receive shift differential if working an eight (8) hour shift for all work
performed from 3:30 pm to 8:00 am.
Specifically identified positions at the City of Mesa participate in a
uniform allowance or uniform provision program. Sworn Human Resources (Police
and Fire) have an allowance for their uniform purchases; the City will provide
uniforms to employees in non-sworn position classifications when it is required
that the employee wear a uniform on the job.
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