EMPLOYEEC I T Y O F P H O E N I X

HANDBOOK

MISSIONTo improve the quality of life in Phoenix through efficient delivery of outstanding public services.

VISIONWe will make Phoenix a great place to live, work, and visit by fostering a dynamic and sustainable environment with exceptional public services.

SHARED VALUESWe are committed to excellence through:

Exceptional Customer Service We exist to provide responsive and consistent customer service to the community and to city employees. We exhibit empathy by listening to each other and to the public in our efforts to deliver services that improve people’s lives.

Integrity and Transparency We safeguard the public trust through honest business practices and open communication. Our credibility with the public depends on our strong ethical stewardship of all resources.

Respect for DiversityWe recognize and respect the differences that make us unique. We embrace diversity in everything we do to create a healthy and productive community and workplace.

Personal EmpowermentWe trust our employees to always own the problem and solution in addressing business challenges. We value and invest in the growth and development of our employees.

Engaged TeamworkWe engage employees and the public in productive and respectful dialogue. Our success hinges on dynamic and interdependent partnerships. We achieve our highest performance by working together.

Consistent ProfessionalismWe work to the highest standards of proficiency and expertise. We are accountable to ourselves, to the city, and to the public.

Creativity and Innovation for Excellent ResultsWe promote an environment of inventive thinking and imaginative solutions to community needs. We encourage a spirit of continuous improvement in all our activities to exceed community expectations.

WELCOME TO THE C I T Y O F P H O E N I X ! You’re beginning a new chapter in your professional life working for one of the largest cities in the United States. It’s a pleasure to welcome you to our team of dedicated public servants who believe, just like you, that working for the City of Phoenix is an honor.

This employment handbook is designed to help you understand what’s expected of you as a city employee and what you can expect in return.

There are three very simple guiding principles we ask of city employees whether they’ve been here for decades or it’s their first day on the job:

- Work Smart - Save Money - Be Kind to our Customers -

The City of Phoenix’s customer service program, “Good Work Matters: Every Customer. Every Day.” is an obligation we ask of all employees at all levels of the organization. Our job is to serve the people of Phoenix. They trust us to manage the city with them in mind whether we’re picking up trash, balancing a budget, posting an agenda to the city website, or making sure our water is clean and safe.

The City of Phoenix is happy to have you join our team and we hope this guide will provide answers to most of the questions about your job. This booklet is not a contract of employment, and it is subject to change, with or without notice, to maintain the smooth operation of the organization.

Please take the time to read this handbook and let your supervisor or a member of the Human Resources Team know if you have any questions.

We believe that good work matters --- and right now that starts with you making the excellent choice to join the City of Phoenix Team.

Thank you and again --- welcome!

Ed Zuercher Phoenix City Manager

COUNCIL-MANAGER FORM OF GOVERNMENT

The City of Phoenix has operated under the Council-Manager form of government since 1914. Under this form of government, the citizens elect a mayor and eight City Council members for four-year terms. The mayor serves as a member of the City Council and presides at council meetings. The mayor has one vote on the City Council, the same as other members. These are the only elected officials.

In the Council-Manager plan, policy and administration are considered completely separate functions. The City Council is responsible for all policy matters and controls the raising and appropriation of funds, levies taxes, and contracts debt. The City Charter provides for appointment by the council of a trained and experienced administrator to serve as City Manager. The City Manager is the City’s chief administrative officer, responsible for the general administration of all City business.

ETHICS POLICY

The ethics policy states the general standards for ethical action and behavior on the job by City employees. As City employees, we recognize that we are ultimately responsible to the public for our work. It is our responsibility to provide efficient services by performing our duties promptly and courteously. We must not only be honest and fair, but we must also avoid situations that give an impression of dishonesty or unfairness.

This policy summarizes major ethical standards. It is frequently necessary to consult administrative regulations (ARs), personnel rules, and departmental directives to determine whether a particular action is acceptable. You will receive an Ethics Handbook that contains more information on this important topic. Review it carefully.

If you have doubts about an action, please discuss it with your supervisor, HR Liaison, or contact the Integrity Line at 602-261-8999.

TEAMWORK AND DIVERSITY

We work in an ethnically and culturally diverse community. City of Phoenix employees represent this rich diversity, and our multicultural workforce is key to maintaining our competitive edge in delivering quality services to our residents and

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customers. You are expected to continuously work hard toward achieving quality service delivery through teamwork and diversity.

The City recognizes the valuable contributions of all people in the workplace and community, including those with disabilities. Throughout the year the City offers various programs and events that celebrate our differences.

RESPONSIBILITIES

As a City employee, you must act fully within federal, state, and City laws, even if you believe that ignoring the law would benefit you or the City. You will not seek special privileges or exemptions from laws because of your position. Likewise, you will treat citizens fairly and equally in enforcing the laws and ordinances and in providing services.

You are expected to provide quality services at the lowest possible cost. You will actively seek better, faster, less expensive, and safer ways to do your work. When you discover better ways to work, it is your duty to suggest those ideas to your supervisors and actively push for their adoption. Loafing, tardiness, absenteeism, and abuse of paid time destroy public support for the City, weaken respect for us as City employees, and reduce the willingness of the public to pay for our services.

You must not use or allow others to use City property for personal purposes. City office supplies, work materials, vehicles, staff, electronic mail systems, the Internet, and equipment are to be used for City work. Taking goods for private use is not a “fringe benefit;” it is stealing.

Promotions or new jobs within the City occur on a competitive basis. You do not try to gain a job advantage by offering favors of any kind to the individuals making the selection. In hiring new employees or offering promotions, you do not seek private advantages or favors from applicants. The City Charter makes the City Manager, or the Human Resources Director as his/her designee, responsible for all employment-related matters such as hiring and firing. You do not contact individual members of the City Council regarding individual employment matters.

Most information about the City is available to the public. You must carefully examine the facts and avoid passing on rumors or misinformation. You must not

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pass on confidential information for personal gain, nor do you publicize new information, staff research, or analysis before appropriate supervisors are aware of the information. If you find evidence of wrongdoing, contact your supervisor, your HR Liaison, or you can call the Integrity Line at 602-261-8999.

CONFLICT OF INTEREST

You should avoid being involved in actions or situations that would keep you from carrying out your duties or that would create suspicions about your honesty or fairness. You should adhere to the following rules:

You will not accept non-City work during off-duty hours or while on an approved Leave of Absence if that work conflicts with your City work or if it could place you in conflict with the City.

You will avoid involvement in personal financial transactions or investments that might interfere with your official duties or make you appear biased in making recommendations.

If you have a financial interest in a business that has a contract with the City or in a firm selling commodities or services to the City, you are required to make this interest known to your supervisor.

You will not solicit non-City work during your City work hours or while wearing a City uniform.

You must not accept gifts, services, or favors that would lead toward favoritism or appearance of favoritism.

Managers, professionals, and other City officials who make decisions or recommendations for the City should declare any possible personal gain to themselves or a member of their family that would result from any City action in which they participate. If there is a conflict of interest or appearance of a conflict of interest in their participation in the decision, they must withdraw.

You will avoid use of confidential information in making personal investments. You will not provide confidential or inside information to others unless this information sharing is an element of an approved City program.

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POLITICAL ACTIVITY

As citizens, you can and should exercise your right to register and vote in all elections. As a private citizen, you can also express your personal opinions of candidates for all offices and on other election issues.

You can actively participate in campaign activities for candidates for non-City offices and for non-City election issues.

You cannot be involved in any way in political activities while on-duty. You should not be involved in political activity while in City uniform, on- or off-duty, because use of the uniform implies official City endorsement for the political activity.

You may participate in some campaign activities for the office of mayor or City Council. This includes, signing nomination or recall petitions, and placing election signs on private property. See AR 2.16 (Political Activity – Time off to Vote) for more information.

RESIDENCY

Regular full-time employees are required to live within a designated residency area. A list of cities, towns, and communities located within the designated residency area can be found on the Human Resources website.

Executive employees are required to live within the boundaries of the City of Phoenix within 24 months of their date of employment or promotion, and to reside within Phoenix for the duration of their career with the City.

Please check with the HR Connection Center at 602-495-5700 for clarification of this policy.

DOMESTIC VIOLENCE AWARENESS

Domestic violence is behavior that includes the use of violence, threats of violence, and intimidation for the purpose of gaining power and control over another person within a family unit. Domestic violence impacts individuals from all economic, educational, cultural, age, gender, racial, and religious demographics.

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In the workplace, domestic violence can affect employee performance and productivity as well as cause security concerns. If you are involved in a situation in your personal life that could create a danger to you or your co-workers while at work, you may want to notify your supervisor immediately. For example, if you obtained an order of protection against your spouse or domestic partner, you may want to notify your supervisor of the order of protection.

You can get help for domestic violence through the City’s Employee Assistance Program (EAP). More information about the EAP program can be found in this handbook. EAP can be reached at 602-534-5433.

SECURITY

The City of Phoenix is committed to maintaining a workplace that is free from violence or threats of violence. Verbal and physical threats among or against employees are serious matters and will be dealt with by appropriate discipline and/or police action.

Only those employees whose job requires them to carry a weapon may have a weapon while on City property. The City prohibits unauthorized possession of a deadly weapon at the work site as defined in ARS § 13-3101 (with the exception of a pocket knife as provided in ARS § 13-3102), unless the storage of such weapon, if a firearm, conforms to ARS § 12-781. If you are required to carry a weapon on the job you should display your City identification badge while on duty, unless you are in an undercover assignment. Refer to AR 2.325 (Violence Prevention and Response) for additional information.

Within its responsibility to protect employees, citizens, and both public and private property, City officials or law enforcement personnel may open and search lockers, desks, containers, and vehicles on City property if there is reasonable suspicion that alcohol, weapons, stolen items, or illegal drugs may be in the searched areas. City employees acknowledge that they have no expectation of privacy in City work areas or using City equipment. City officials may also, on occasion, search computer files or e-mail if there is suspicion that an employee may be using the computer for personal use, for their own business or outside employment, or in violation of the City’s internet policies.

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DISCRIMINATION, HARASSMENT, AND RETALIATION PROHIBITED

No person employed or seeking employment with the City of Phoenix will be discriminated against or discriminate against others because of race, color, religion, sex, age, disability, sexual orientation, national origin, gender identity or expression, pregnancy, genetic information, political affiliation, or any other category protected by law. The City is interested in each person’s ability to perform the work. You can read AR 2.35, (Equal Employment Opportunity) and AR 2.35(B) (Protected Category Harassment), to learn more detail on the City’s commitment to prohibiting discrimination.

The staff of the City’s Equal Opportunity Department (EOD) will answer any questions you may have about discrimination. EOD’s telephone number is 602-262-7716. The Equal Opportunity Department and the Human Resources Department are authorized to investigate discrimination complaints and issue recommendations.

It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.

Harassment does not have to be of a sexual nature, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general.

Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.

Harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

The City will not tolerate harassment of any kind inside or outside of the workplace. Complaints of sexual harassment should be referred to your department’s Equal Opportunity Representative, your department’s HR Liaison, or to the City’s Equal Opportunity Department for investigation. See AR 2.35(A) (Sexual Harassment) or 2.35(B) (Protected Category Harassment) for additional information.

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REASONABLE ACCOMMODATION

The City of Phoenix is committed to helping people with disabilities apply for City jobs, perform the duties of City jobs, and enjoy the same benefits and privileges of employment as those without disabilities. If you believe that you need a reasonable accommodation, please contact your supervisor or department HR Liaison as soon as possible. See AR 2.341 (Reasonable Accommodation in Employment) for additional information.

EMPLOYEE BENEFITS

Although subject to change, the City offers a comprehensive and affordable benefits program for employees that includes medical, pharmacy, vision, dental, life insurance, long term disability, flexible spending accounts, legal insurance, employee assistance program, a 401(a) plan, and a 457 plan. The plan year is a calendar year that is January 1 through December 31. An open enrollment period is scheduled each year for several weeks in October and/or November. Open enrollment elections become effective on the following January 1.

A Benefits Guide is published each year and made available to employees. A copy is provided to newly hired employees who are benefits eligible. It is every employee’s responsibility to read each year’s Benefits Guide to review eligibility requirements and upcoming changes to benefit programs or coverage. Carefully review the Benefits Guide and contact the HR Department Benefits Office with questions at 602-262-4777 or benefits.questions@phoenix.gov.

NEW HIRE ENROLLMENT DEADLINE

Newly hired, benefits eligible employees have 31 days from date of hire to make benefit elections. Elections are made using eCHRIS Self-Service. It is important for new hires and rehires to attend a New Employee Orientation within the first 31 days of their employment to learn about the City’s benefits program and rules concerning the benefits program. If you do not make a benefits election during the first 31 days of your employment, you will be considered to have waived your benefit enrollment elections and your next opportunity to enroll in benefits will occur during the next annual Open Enrollment period.

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BENEFITS EFFECTIVE DATE

For newly eligible employees, benefits are effective the first day of the month following hire, rehire, or job status change. Changes made during the annual Open Enrollment period are effective the following January 1. Mid-year changes are effective on the date of the event or the first of the month following, depending on the event.

MID-YEAR BENEFIT CHANGES

Outside of the annual Open Enrollment period, enrollment changes may occur within 31 days of a qualified life event. Qualified life events include marriage, birth, adoption or placement for adoption, legal separation, divorce, loss of other group coverage, and Medicare enrollment. Use eCHRIS Self-Service to request a mid-year benefit change or contact the Benefits Office at 602-262-4777.

BENEFITS ENROLLMENT ELIGIBILITY FOR FAMILY MEMBERS

Employees may enroll these family members in City benefits:

• The employee’s legally married spouse, which includes a legally married same-sex spouse;

• The employee’s qualified domestic partner. An approval process is required. Refer to the Benefits Guide or contact the Benefits Office for details;

• Eligible children under 26 years old. Children include:

- the employee’s biological child;

- the employee’s adopted child or child placed for adoption;

- the employee’s stepchild while the employee is legally married to the stepchild’s parent;

- the employee’s qualified domestic partner’s biological child; or

- A child living with the employee for whom the employee has legal custody or court approved guardianship.

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A child enrolled in the City’s medical and/or dental plan the day before the child turns age 26, is primarily supported by the employee, and is incapable of self- sustaining employment due to permanent disability may be eligible for continued coverage at age 26 and beyond. Notify the Benefits Office within 31 days of the child’s 26th birthday.

The Benefits Office requires documentation to establish a family member’s eligibility for benefits coverage. Failure to provide adequate or timely documentation may prevent or delay the family member’s enrollment or result in the removal of a dependent from coverage.

If it is determined that an employee has enrolled someone who is not eligible for coverage, the ineligible dependent will be removed from coverage immediately and the employee will be financially responsible to repay the City for any medical, pharmacy, and/or dental claims incurred by the ineligible dependent.

Please contact the Human Resources Benefits Office with questions at 602-262-4777 or via e-mail at benefits.questions@phoenix.gov.

COMMUTING PROGRAMS

You may obtain a bus card by contacting your payroll clerk or picking up your bus card at the Finance Department, Payroll. This bus card allows you to ride the Local, Express, and Rapid routes, and Light Rail at reduced or no cost. This card is not transferable and can only be used by the employee who was issued the card.

Reduced parking rates and preferred parking spaces are available to City employees in a qualified carpool or who drive qualified alternative fuel vehicles.

Bike lockers, which are located at the 305 Garage, are available to City employees free of charge. To sign up for a locker, call the Parking Office 602-495-6777. All Valley Metro buses have easy to use bike racks for your travel needs.

The Guaranteed Emergency Ride Home Program provides emergency transportation vouchers for eligible employees. To be eligible, an employee must ride the bus, van or carpool, bike, or walk to work a minimum of three days per week. Each qualified employee is eligible for three vouchers annually for an emergency cab ride home (one 100% subsidized and two 50% subsidized). Using the 50% voucher requires payment of half of the cab fare. Contact the City’s HR Center at 602-495-5700 (or via e-mail at hrcenter@phoenix.gov) if you have any questions.

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TUITION REIMBURSEMENT

All employees in full-time, benefit-eligible positions are eligible to receive a certain amount of tuition reimbursement for satisfactory completion of courses from an accredited Arizona high school, college, or university, effective immediately upon hire. Job-share employees may use 50% of the annual benefit maximum. Please contact the City’s HR Center at 602-495-5700 (or via e-mail at hrcenter@phoenix.gov) if you have any questions. Reimbursement for other job-related activities is available to certain employees.

PROFESSIONAL AND CAREER DEVELOPMENT

That’s our focus here at the City of Phoenix when it comes to your professional growth. Since development is a process NOT an event, your individual growth begins with the people you meet, the opportunities you seek out, and the practical application of what you’ve learned.

You are encouraged to proactively start shaping your future here at the City by working with your immediate supervisor to create a personal development plan. Focus on strengthening your job, team, and organizational knowledge in your current position, as well as in your future responsibilities.

• Self-Awareness (It’s About “Me”)

Looking introspectively is the first place to start when developing your leadership skills. We believe we are all leaders no matter what our position is in the City of Phoenix. Development is focused more on awareness of skills, competencies and abilities at the interpersonal level. Once these attributes are identified and fine-tuned, the focus can move to the opportunities to influence a team.

• Team Awareness (It’s About “We”)

Learning how to lead and influence others is what leaders do. Good leaders are identified by how well they develop others to accomplish a shared vision. Leadership skills in establishing trust, modeling good behavior, coaching and motivating others, and building relationships will be critical to building team effectiveness.

• Organizational Awareness (It’s About “Us”)

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The “big picture” is the final focus of our leadership development process. With a better self-awareness and solid team leadership skills in place, the perspective now turns to the organization as a whole. A critical part of development at this level is being able to successfully work with other leaders at all levels of the organization. All employees are responsible for the city’s reputation and ensuring the organization’s vision for future growth be obtained.

To learn more about the City of Phoenix University (CPU) learning solutions and other career development opportunities, start by perusing CPU Training Catalog located at the Human Resources website under the Organizational Development link. As a full-time employee (and with your supervisor’s approval), you may enroll in career-related training opportunities during paid time if these activities occur during your normal work hours.

Please contact the City’s HR Connection Center at 602-495-5700 (or via e-mail at hrc@phoenix.gov) if you have any questions.

EMPLOYEE SUGGESTION PROGRAM (ESP)

Employees are encouraged to submit innovative and creative suggestions which promote cost savings or measurable improvements in productivity, efficiency, customer service, safety, or employee morale. Adopted suggestions are submitted to a committee for review and possible cash or non-cash awards. ESP forms are available through your HR Liaison, ESP Liaison, or on the Inside Phoenix webpage.

EMPLOYEE ASSISTANCE PROGRAM (EAP)

The City of Phoenix values the well-being of all employees and their families. The City’s Employee Assistance Program provides a wide array of helpful services at no cost to you or your family members.

You and your immediate family members can seek confidential assistance for personal, family, or work-related issues by calling (602) 534-5433. This number is answered 24 hours each day. You and each member of your immediate family are allowed up to twelve personal appointments per year, and unlimited telephonic and web-video consultations.

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Services include clinical support for a wide range of issues including marriage, family and relationship issues, stress, anxiety, depression, grief and loss, anger management, domestic violence, and alcohol and drug dependency. Call on the EAP for scheduled and emergency counseling. With supervisory approval, you may have up to three EAP visits per year on City time.

The Fire Department has a separate contract for counseling services. For more information call 888-238-6232, 24 hours a day, seven days a week. The first six sessions are provided at no cost. The Fire Department has a Director of the Member Behavioral Health Program — United Phoenix Fire Fighters Association who can be contacted at 602-495-7551.

Under certain circumstances, supervisors may refer an employee to EAP. Supervisors should work with their HR Liaison to coordinate these services. This free resource is available as a tool for supervisors and managers to improve employee job performance.

Behavioral health services are available to employees and family members enrolled in the City’s employee medical coverage. The City’s contracted medical providers are available for appointments. Contact the onsite contracted medical representatives with questions at 602-262-4777.

FIT4PHOENIX EMPLOYEE WELLNESS PROGRAM

Fit4Phoenix is a wellness program for City of Phoenix employees and their dependents. Components include a premium reduction incentive, onsite preventive care, catalog classes, webinars, and more. Find up-to-date information on the Human Resources website.

COPMEA

Only City employees are eligible to join COPMEA (City of Phoenix Municipal Employees’ Association). This employee organization serves to aid employee morale and to create a friendly spirit among employees. COPMEA sponsors events to various functions/trips and provides discounted tickets/passes to many local venues, sporting events, and theme parks. You can reach COPMEA at www.copmea.com or 602-262-6858.

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CITY OF PHOENIX EMPLOYEES’ RETIREMENT SYSTEM (COPERS)

All full-time, regular, non-sworn employees belong to COPERS. Your retirement contribution is a pre-tax deduction. Employees also participate in the Social Security program and contribute via mandatory payroll deduction.

There are detailed requirements concerning retirement. For more information, contact the Retirement Office at phoenix.gov/copers or 602-534-4400. To obtain retiree benefit information, please contact HR - Benefits at 602-262-4777.

PUBLIC SAFETY PERSONNEL RETIREMENT SYSTEM (PSPRS)

Sworn police and fire employees belong to PSPRS, as opposed to COPERS. Membership begins when an individual is employed, either as a police recruit or a firefighter recruit. Police officers and firefighters generally do not participate in Social Security. However, police officers and firefighters hired after 1986 participate in the Medicare portion of the Social Security program. Social Security tax deductions are paid by these individuals. After 20 years, members are eligible for retirement.

You may contact PSPRS at www.psprs.com or by calling 602-255-5575 for current information regarding the member contribution rate and other retirement information.

EMERGENCY CONTACT AND BENEFICIARY INFORMATION

You are required to keep your department notified of your current home address and phone number. In an emergency, it may be important for your supervisor to reach you at home by phone, or contact those individuals whom you’ve identified as your emergency contacts in the City’s eCHRIS system. In addition, important correspondence may occasionally be sent to your home from the City. It is important that your current home and mailing address are up-to-date in the City’s eCHRIS system.

You should occasionally check your beneficiary designations to ensure that the beneficiary(ies) you have listed for your retirement account, deferred compensation accounts, and life insurances are up-to-date.

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Please contact the City’s HR Center at 602-495-5700 (or via e-mail at hrcenter@phoenix.gov) if you have questions on how to update your personal information, emergency contact information, or beneficiary information.

YOUR SUPERVISOR

Your supervisor is responsible for directing the activities of the work unit, evaluating the performance of all employees in the unit, and providing employees with the guidance and support to do their best. Your supervisor’s success, in part, depends on you. Therefore, your supervisor has a stake in your success.

Good supervisors will go out of their way to help you. Assigning you to a work station, introducing you to other employees, and helping you get a feel for the job are some of the ways a supervisor can help you get started on the right foot. In addition, your supervisor will explain the requirements concerning lunch hours, vacation, sick leave, and other aspects of your job. You should ask your supervisor for clarification of any policies or procedures as well as assistance in understanding your work environment.

Remember, your supervisor is the person who evaluates your job. You should respect your supervisor’s way of working and at the same time, you are encouraged to ask questions. The duty of the supervisor is to see that high quality work gets done. As a part of the job, your supervisor will approve your work and coach you when improvement is needed. Don’t be offended when your work is evaluated. Work with your supervisor in a spirit of cooperation. Together you will be able to work out the answers that can help you grow in your job.

HOURS OF WORK / WORKWEEK

Schedules are determined by the department based on department need.

Most employees have a 40-hour workweek. Supervisory, professional, managerial, and executive employees do not have a defined workweek, but are instead expected to work the hours necessary for the job.

Your supervisor will explain the specific work schedule and workweek used by your team.

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NOTIFICATION OF TARDINESS OR ABSENCE

If you know in advance that you will be late or absent, be sure to notify your supervisor. If you cannot give advance notice, notify your supervisor as soon as possible. Some operations require that you make this contact before the start of your scheduled shift. Your supervisor will advise you of the correct procedure.

Supervisors understand that occasionally unpredictable events can cause you to be late or absent. However, unexplained and excessive absences and tardiness may not be excused and will reflect poorly on you. For more information about the City’s leave policies, see AR 2.30 (City Leave Policies). Remember that others are counting on you being at work regularly and on time. IF YOU CANNOT COME IN, CALL IN!

COMPENSATION

Your job with the City is assigned to a pay grade according to the duties and responsibilities of the classification. To advance from one step to another, you must perform at an acceptable level; hence the term “merit increase.” You are typically considered for a merit increase on an annual basis until the top step of your assigned pay range is reached. Some specific exceptions to these general rules will be contained in either the Pay Ordinance and/or union agreements.

Executives and middle managers do not receive pay increases until they have achieved specific performance objectives each year.

You can view the current compensation details on the Human Resources website.

PAYROLL DEDUCTIONS

Certain deductions from your paycheck are required by law. Others may be arranged as a convenience for you. Deductions may be made from an employee’s wages for Social Security, federal and state income taxes, child support, garnishment, assignment of wages, and the City’s pension/retirement systems, as applicable.

Aside from the required deductions mentioned above, you may arrange for deductions to be made for union dues, credit union savings or payments, your employee benefit elections, deferred compensation, community service contributions, and certain other items.

Employees can contact the City’s HR Connection Center at 602-495-5700 (or via e-mail at hrcenter@phoenix.gov) with questions about deductions.

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OVERTIME

Occasionally, you may be called upon to work beyond your normal work schedule. If you are in an overtime eligible position, you will receive compensatory time off or extra pay according to the specific rules governing your particular position and job classification for overtime hours worked. Many professional, supervisory, managerial, and executive staff are salaried, and are not eligible for compensatory time or overtime.

You should report problems with overtime payments or pay deductions to your payroll representative or the City’s HR Connection Center at 602-495-5700 (or via e-mail at hrcenter@phoenix.gov).

BREAKS

The City grants rest breaks as a principle of sound management and in accordance with the applicable Memorandum of Understanding (MOU) or Memorandum of Agreement (MOA). Departments establish schedules to handle meal and break times for their operations. Typically you will be granted one 15-minute break in the first half of your shift and one 15-minute break in the second half of your shift. Your supervisor will explain the practice in your department.

Breaks are meant to provide a brief rest period away from work. Breaks cannot be used to make up time. If your position is covered by a labor agreement (MOU or MOA), please review these documents to learn more about breaks. Carelessness in not observing the beginning and ending of meal and break times can lead to disciplinary action.

HOLIDAYS

The paid legal holidays for full-time employees are listed below:

• New Year’s Day• Martin Luther King, Jr. Day• Presidents’ Day• Cesar Chavez Day• Memorial Day

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• Independence Day• Labor Day• Veterans Day• Thanksgiving Day• The Friday after Thanksgiving Day• Christmas Day

When Christmas Eve falls on an employee’s regularly scheduled work day, a 4 hour holiday is often designated. AR 2.11 (Legal Holidays and Holiday Pay) and labor agreements (MOU or MOA) give more details about this alternate holiday.

CLASSIFIED SERVICE

You will frequently hear the term “classified service” which refers to those positions that come under the regulations of the Civil Service Board. Most positions in the City are within the classified service. Examples of positions exempt from classified service include probationary employees, interns, all part time and temporary employees, and department heads. A full listing of those positions that are in the classified service can be found in section 5 of Chapter XXV of the City of Phoenix Charter.

PROBATIONARY PERIOD

Before becoming a regular status employee in the classified service, you are required to complete a probationary period of 12 months of satisfactory service in your job classification. During this period, your overall job performance will be carefully observed. This includes how you perform your job duties, your attitude, your behavior, and your commitment to the City’s core values.

You will be evaluated during the probationary period. Supervisors will instruct you on the requirements of your position. If at any time during the probationary period your department determines that you are not making satisfactory progress or that your work habits are not acceptable, you may be separated from employment.

If you are promoted to a higher class; if you transfer or demote to a position in which you have not completed probation; or if you are reinstated after leaving City employment, you will be required to serve a probationary period and receive a satisfactory rating in order to remain in the new job classification.

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PERFORMANCE REVIEWS

After successfully completing your probationary period, you can expect annual performance reviews with your direct supervisor. This is an opportunity to discuss current performance and planning for the future.

Your supervisor will evaluate your overall performance, including how you perform your job duties and the progress you made in attaining goals established at the beginning of the rating period. Your active participation in the review process will result in a more rewarding process.

These performance reviews are important to your career with the City. They have a direct influence on whether or not you earn periodic merit pay and may affect your chances for promotion or continued employment.

A performance review with an overall rating indicating that performance does not meet expectations may be appealed through the department’s chain of command.

SAFETY

The cause of most injuries is an unsafe act or unsafe condition. The City has implemented injury prevention programs that are designed to help you prevent injuries, maintain your earning capacity, and avoid painful and costly loss of time from work. As a condition of continued employment, you will be expected to observe all safety rules and precautions pertaining to your job.

In the event that you are injured while performing your job, the City has a Worker’s Compensation Program to help minimize your loss. You must immediately report every accident or injury to your supervisor, and report to the contracted occupational medical provider for initial evaluation and work status determination. In compliance with federal standards, the City maintains records of exposure to potentially harmful substances and diseases as defined by the OSHA (Occupational Safety and Health Administration). These records are maintained by the occupational medical provider and the Safety Section of the Human Resources Department. They are available for inspection by employees or their designated representative.

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DRIVING

If driving is a required job function, you must possess and maintain the proper class of Arizona driver license with the proper endorsements for the type of vehicle you are required to operate, and an acceptable driving record. AR 2.96 (Driver Qualification) requires that you immediately notify your supervisor of a DUI arrest or citation; or any change in status to your license, such as a suspension, revocation, expiration, cancellation or refusal, and the addition of any restrictions or conditions of any type.

AR 2.96 more fully lists the driving responsibilities of driving employees. If you have a job that requires the use of your private automobile, you may be reimbursed on a per-mile basis. You must obtain acceptable insurance and authorization in accordance with Administrative Regulations.

ARRESTS AND CONVICTIONS

You must notify your immediate supervisor, department HR Liaison, or the Human Resources Department within 48 hours of an arrest that is job-related or could impact your job. If you are not sure whether or not the arrest is job-related, it is your responsibility to contact your department HR Liaison or the Human Resources Department who will review the information to determine if it is job-related.

All information you provide will be treated as confidentially as possible and will be shared only on a need-to-know basis. While the charge is pending in the criminal justice system, your department may take action including but not limited to temporary reassignment or disciplinary action if it is determined that your arrest is job-related.

If you are absent from work because you are in jail, you must notify your supervisor as soon as possible. An absence from work because you are in jail is an unscheduled absence.

If you are convicted of a criminal charge, you must notify your department’s HR Liaison or immediate supervisor within 48 hours of your conviction. This does not include minor traffic offenses except as required by AR 2.96 (Driver Qualification). Your department’s HR Liaison will review the conviction to determine if it is job-related. Upon notification of a job-related criminal conviction, your department may take action including but not limited to temporary reassignment or disciplinary action.

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OUTSIDE EMPLOYMENT

All departments require that you have any outside job approved by your department head. Forms are available in your department for this purpose. Authorization must be secured before you begin your outside work. A new authorization is required each year, and forms should be submitted during January of each year for the new calendar year, as required by AR 2.62.

There is usually no objection to outside employment, as long as the other job does not interfere with the value and performance of your duties with the City and it does not represent a conflict of interest. Due to concerns about employee fatigue, departments may restrict the number of hours approved for outside employment if job performance is affected. The important thing to remember is that your job with the City must come first.

You will need to complete a Notice of Outside Employment form before accepting any outside work, and this form will need to be updated annually.

TELEPHONE

The City recognizes the difficulty that results from prohibiting employees from using City telephones for any personal business. Accordingly, City of Phoenix business phones are available for limited personal use. In addition, you should keep calls on your personal cell phone as brief as possible while on duty. Your department may also have a policy regarding telephones that you should follow. If you have been issued a City cell phone, you may not use it for personal reasons.

If you are required to use the telephone as a part of your job, here are a few tips which you should observe:

• Smile;• Answer promptly;• Answer any unattended phones near you;• Identify your office and yourself;• Speak directly into the telephone;• Speak pleasantly, as if you were face to face;• If necessary to place the caller on “hold,” let the caller know why, and return

to the line frequently;

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• Speak naturally;• Keep calls as brief as possible;• Hang up the receiver gently;• Always be courteous; and• Access the City’s online phone directory for reference.

PERSONAL MAIL

As a City employee, you should not send or receive personal mail using the City’s mail system. All mail processed at the City of Phoenix Mail Room is scanned and x-rayed before it is delivered. Mail Services staff will not deliver items identified as personal mail.

If Mail Services staff identifies an item that appears to be personal, staff will remind you that this is not an acceptable practice and ask you to pick up the item at the Mail Room. If you continue to have personal mail delivered to your work address, your department director will be notified.

INTERNET USE AND EMAIL

The City’s email system, Intranet, and the Internet are fast and easy ways to communicate information and are just some of the working tools provided by the City to help you better serve the community. Remember that all hardware, software, databases, email messages, spreadsheets, files, and documents are the electronic property of the City. City electronic property or email is not permitted to be used for personal gain, including personal businesses. Harassment and pornography will not be tolerated. Jokes, junk mail, chain-letters, and other non-work related items should not be sent or forwarded. Except for some legal communications, the public can request to see anything sent on the City email system.

Employees are encouraged to exercise caution when opening attachments and should observe the following guidelines to reduce risks:

• Be suspicious of any attachment you receive that you do not expect.

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• Be cautious of an email request to take immediate action, such as responding quickly, downloading and opening an attachment, updating an account, visiting a website, or providing personal information. Do not provide passwords, social security numbers, account numbers, or other personal information through email or by phone in response to an unsolicited request.

• Be attentive to generic salutations or signatures including “Greetings valued customer”, “Dear account user”, or from “Purdue Messaging Group” as these are generally scam attempts also known as “phishing.”

• Be sure to look at any web links contained within an email for legitimacy; hover over embedded links with your mouse to ensure that the link in the text matches the web address displayed.

• Be wary of promises that seem too good to be true, such as an offering to put money in your bank account after clicking a link.

• Be mindful of misspellings and poor grammar as these commonly appear in “phishing” attempts.

SOCIAL MEDIA

With social media, the lines between public and private, personal and professional can be blurred. Employees identifying themselves on social media as working for the City should be mindful that they may be creating perceptions about themselves and about the City to customers, business partners, and the general public as well as their co-workers and supervisors.

The City encourages the use of social media to further the goals of the City and the missions of its departments, where appropriate. Employees may repost official City information and posts on their personal social media sites on their own time, using their own devices. However, employees may not disclose information that is confidential or protected by data privacy laws. Employees must not represent or speak on behalf of the City, or give the appearance that they are speaking on behalf of the City on their personal social media sites when they are not authorized to do so. Remember, there is no such thing as a “private” social media site.

Additional guidance can be found in AR 2.38 (Social Media and Networking), or contact the City’s Communications Office at 602-262-7177.

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PERSONAL DEVICES

You may use a personal smart phone, tablet, or other electronic device for work with certain exceptions. To help ensure compliance with Public Records Law, you should not store any City information on a personal device or system. While you may use a personal device to access City e-mail, you should not conduct City business using personal e-mail accounts. Also, you should not use personal devices for work involving any Personal Identifying Information (PII) or restricted City information that may result in a critical breach of information security. If you are an hourly employee, you should check with your supervisor prior to utilizing your personal device for City business.

Use of personal devices for personal reasons during work time should be kept to a minimum and should not interfere with productivity or any business activity.

Refer to AR 1.63 (Electronic Communication and Information Acceptable Use), or check with your department’s information technology liaison or HR Liaison for more information and guidance.

DRUG-FREE WORKPLACE

Congress enacted the Drug-Free Workplace Act in 1988. This requires an organization receiving federal grants to maintain a drug-free workplace. To comply with the Drug-Free Workplace Act, the City requires you, as a condition of employment, to agree to abide by the Drug-Free Workplace statement. This prohibits unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance in the workplace. You are also required to report a drug conviction to your department’s HR Liaison in writing within five calendar days of the conviction. A violation of this agreement or a conviction of a criminal drug statute occurring in the workplace is grounds for discipline up to and including dismissal.

ALCOHOL AND DRUGS

Reporting for work under the influence of drugs, alcohol, or any substance that impairs your mental or physical capacity will not be tolerated. If you use medication (regardless of whether it’s over-the-counter or prescription) that may impair your mental or physical capacity, you are required to report this to your supervisor or HR Liaison.

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Employees who are concerned about their drug or alcohol use are strongly encouraged to voluntarily seek assistance. The Employee Assistance Program (EAP) is available as a resource for all employees.

As a condition of employment, new City employees (applicants) in certain positions must pass a pre-employment drug screen prior to beginning employment with the City. Some positions will require employees to be subject to random drug and alcohol tests. This includes, but is not limited to, positions that require a commercial driver’s license (CDL). All employees may be subject to reasonable suspicion drug and alcohol testing. Refusal to submit to drug and alcohol testing can subject you to disciplinary action up to and including dismissal.

See AR 2.324 (Policy on Substance Abuse) for further information. Contact the City’s HR Center at 602-495-5700 (or via e-mail at hrcenter@phoenix.gov) if you have any questions. EAP can be reached at 602-534-5433.

SMOKING

Smoking is prohibited in all places of employment, including City buildings, City vehicles, work areas, auditoriums, employee lounges, restrooms, conference rooms, meeting rooms, classrooms, cafeterias, hallways, stairs, elevators, and private offices. In addition, a smoke-free zone of at least twenty feet must be maintained around all entrances, open windows, and ventilation systems of an enclosed building or facility.

In the interest of the health and safety of its employees, the City may also declare that smoking is prohibited in other areas, including outdoor areas. As described below, all designated no-smoking areas should be clearly marked with the appropriate signs.

Smoking is permitted outdoors during employee breaks and lunch periods. Employees observed smoking in a no-smoking area or allowing their smoke to drift into a smoke-free zone may be subject to disciplinary action.

See AR 2.63 (No Smoking Policy) and the Smoke-Free Arizona Act for further information. Contact your supervisor, your department’s HR Liaison, or the City’s HR Center at 602-495-5700 (or via e-mail at hrcenter@phoenix.gov) if you have any questions.

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FINANCIAL OBLIGATIONS

As a City employee, you will be expected to pay your debts promptly. It is a burden to City staff when creditors contact the City in an effort to collect debts from employees. If you receive a notice of garnishment, you are to make the necessary arrangements for the payment of the debt. On a second garnishment, you will be charged a legal fee.

If you have any financial difficulties, you can receive financial counseling through the City’s EAP provider at 602-534-5433.

VACATION LEAVE

Full-time employees begin accruing vacation leave time upon hire. Once you have been in the service of the City for six months, you are entitled to use your vacation leave. Employees accrue vacation leave at the rates below:

• 8 hours per month - through 5 years of service• 10 hours per month - 6th through 10th year of service• 11 hours per month - 11th through 15th year of service• 13 hours per month - 16th through 20th year of service• 15 hours per month - 21st year of service and thereafter

Your supervisor will be responsible for scheduling vacation periods. Leave will be allowed when it is most convenient for all concerned. You will be allowed to carry over some vacation leave at the end of the calendar year. If you leave City employment, you will receive a payment for your unused vacation leave subject to a maximum payout. The maximum payout limit is set by the City Manager and is subject to change. If you separate from the City before completing six months of employment, you will not receive payment for any accumulated vacation leave.

Although vacation leave may not be used during the first six months of employment, the vacation leave you have accrued may be used to supplement sick leave.

Keep in mind that if you take vacation leave that has not been approved in advance, it can negatively impact operations. Excessive use of vacation leave on an unscheduled basis may result in disciplinary action.

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PERSONAL LEAVE

As a full-time employee with at least six months of City service, your vacation leave bank is credited with additional hours of personal leave in January of each calendar year. The number of hours of personal leave to which you are entitled may vary depending upon the employee benefit category to which you are assigned, but is typically equivalent to two or three days. Personal leave is used in the same way as vacation leave, and is reported on your pay stub in combination with your vacation leave.

SICK LEAVE

At the beginning of the first full month of employment, you will begin accumulating 10 hours of sick leave in your leave bank for every month of paid service. If you need additional sick leave during the first six months of service, accumulated vacation and personal leave credits may be used.

Sick leave will only be approved by your supervisor if you are too ill to perform your duties; if you must attend to a family medical emergency; or for doctor or dentist appointments when it is impossible to arrange appointments in your off time. Sick leave would not be approved for minor personal ailments, or to stay home to take care of a family member in a non-emergency situation.

To request sick leave of three days or less, contact your supervisor as soon as possible when you know you will not be in to work. In some instances, you may be required to provide medical verification of your need to be absent. For sick leave of more than three days, or if you have excessive sick leave, you may be required to provide medical documentation explaining the medical need for your absence.

All requests for sick leave will be carefully reviewed, and sick leave will be allowed only if the reasons are legitimate. Calling your supervisor to say you are sick does not guarantee that you will be paid for the time off of work. The reason for your absence along with your supporting documentation will determine whether or not you receive pay for the sick leave.

You are encouraged to speak with your supervisor about how to “call in” before you are actually sick. Different jobs may have different notification expectations. See AR 2.30 (City Leave Policies) for more information on sick leave, as well as other types of leave.

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FAMILY MEDICAL LEAVE

The Family and Medical Leave Act (FMLA) provides certain protected leave benefits for City employees.

For more detailed information about the FMLA, refer to AR 2.143 (Family and Medical Leave). Contact your department’s HR Liaison, or the City’s HR Connection Center at 602-495-5700 (or via e-mail at hrcenter@phoenix.gov) if you have any questions.

MATERNITY LEAVE

Expectant mothers can continue working as long as their attending physician indicates that they can safely perform their duties. When your physician decides that you can no longer continue working due to the pregnancy, you may request leave under the Family and Medical Leave Act (FMLA) or Personnel Rule 15.

BEREAVEMENT LEAVE

Up to three days of bereavement leave is allowed if there is a death in your immediate family. Additional time may be allowed if the burial occurs out of state. “Immediate family” for this purpose means the employee’s mother, father, step-parent, husband, wife, child, stepchild, brother, sister, step-brother or step-sister, grandchild; the mother or father of the employee’s spouse; domestic partner of the employee; children or parent of the domestic partner; or a person residing in the employee’s household as a member of the family. A relative who, due to family circumstances, has been a parent substitute for you would qualify as “immediate family.” The employee’s half-brother or sister are considered equivalent to brother or sister in this definition.

SPECIAL LEAVE WITHOUT PAY

You may apply for special leave without pay not to exceed one year. Leave requests longer than 30 days require approval of the City Manager and Human Resources Director. If your request is approved, you will be required to exhaust your paid leave banks such as vacation, personal, and compensatory time. In case of sickness, special leave without pay may be granted in addition to sick leave, to allow you to

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fully regain your health. In such cases, paid sick leave, vacation, personal leave, and compensatory time credits will be used before you are placed on unpaid leave. If your leave request is approved, you must contact the Human Resources - Benefits Team to make arrangements to continue your benefits. Special leave without pay will not be granted for you to engage in a business or try out a new job.

MILITARY LEAVE

If you volunteer for the National Guard, are called up to service in the military for an extended period of time, or have other qualifying military leaves of absence, you may be granted military leave with pay for up to 30 scheduled work days in any two consecutive years. Once you use all of your City-paid military leave, you may choose to use any vacation or compensatory leave to supplement your military pay. If you choose not to use vacation or compensatory leave, you may be granted leave without pay and your leave banks will be frozen until you return to work. For more detailed information about military leave, refer to AR 2.39 (National Guard, Military Reserve Training, and Active Duty Call-up).

JURY AND WITNESS SERVICE

Employees are entitled to pay if they are summoned to appear as a juror and may be entitled to pay if they are summoned as a witness in court as part of their duties. See AR 2.24 (Jury and Witness Service) for additional information.

FINDING OUT ABOUT JOB OPENINGS

New jobs are posted at least weekly. You can view current job openings by accessing eCHRIS and using the Self Service feature from the Main Menu. This can be accessed via the Human Resources website. Candidates may also call the 24-hour recorded job hotline at 602-534-JOBS (5627).

RECRUITMENT AND SELECTION PRACTICES

Employment with the City of Phoenix is governed by the principles of a merit system. Simply put, individuals are hired and promoted based on what they know, how they perform, and job-related qualifications and skills.

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Applicants must demonstrate that they meet job requirements and can perform job duties in a way which best meets the City’s staffing needs. Completion of the application process and/or passing an exam or evaluation is required. Applicants who successfully complete the application process, have competitive qualifications, and are otherwise determined to be suitable for employment, transfer, or promotion are posted to lists which are used by City departments with a hiring need.

Hiring lists are updated as necessary; however, applicants have the responsibility to update contact information in the City’s electronic human resources information system (eCHRIS).

TRANSFERS

If you wish to transfer to another job in your current classification, or if you wish to change classifications and try a different job, you may submit a transfer request with the Human Resources Department. This does not include promotional opportunities. You must meet the training and experience requirements for the new classification and must be at a pay range which is the same as or higher than the new class. If your request is approved, your name will be added to the candidate list of the new job classification or, if you decide to stay in your current class, the candidate list for that class. When a vacancy occurs, your name will be shared with the hiring department along with all other eligible candidates. You can apply for a transfer by accessing eCHRIS and using the Self Service feature from the Main Menu.

DEMOTION

A demotion is when an employee moves from one classification to another classification for which the maximum pay is lower. You will usually be assigned a lower rate of pay in connection with a demotion.

If you feel that you would prefer to be in a less responsible position, you may request that you be placed on the candidate list for a lower classification. Also, if your department head feels that you do not meet the requirements of your classification, the department head may request that you be demoted. If you have fulfilled the probationary requirements of the classification from which you are being involuntarily demoted, you may be entitled to a Civil Service Board hearing.

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DISCIPLINARY ACTION AND APPEAL

You may be reprimanded, suspended with or without pay, demoted, or dismissed for unacceptable job performance, improper conduct, or unacceptable attendance.

If you are a full-time regular employee who is not on probation and who is suspended, demoted, or dismissed, you may have the right to a hearing before the Phoenix Civil Service Board. If you have not completed a probationary period in a job classification, but you have had 12 months of continuous City employment, you may be entitled to an appeal hearing if you are suspended, demoted, or dismissed. To request a Civil Service Board hearing, you must submit a written request for an appeal with the Civil Service Board within 14 calendar days after the discipline notice is delivered, or 21 calendar days after it is mailed.

After your appeal is filed, the Civil Service Board will set a date for a hearing. The Civil Service Board may assign a hearing officer to conduct the hearing. You may appear in person at the hearing and may be represented by a lawyer or other representative. The Board may uphold or modify the order of suspension, demotion, or dismissal.

Contact your department’s HR Liaison or the City’s HR Center at 602-495-5700 (or via e-mail at hrcenter@phoenix.gov) if you have any questions.

LABOR UNIONS AND ASSOCIATIONS

All City employees are either part of a meet and confer labor unit; a meet and discuss labor association; or are considered executives, confidential employees, or non-classified employees. If you are not clear which group you fall under, you can ask your department’s HR Liaison.

The City’s Meet and Confer Ordinance recognizes five meet and confer labor units: (1) Clerical and pre-professional employees; (2) Field Unit I; (3) Field Unit II; (4) Police officers below the rank of Sergeant; and (5) Firefighters up to and including the rank of Captain. Employees in these units are represented by an employee organization (union) in matters concerning wages, hours, and working conditions. Each of these labor units are covered by a Memorandum of Understanding (MOU), which is an agreement between the City Council and the bargaining unit.

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The City’s Meet and Discuss Ordinance recognizes two meet and discuss labor units: non-sworn professional and supervisory employees and sworn supervisory employees. Employees in these units are represented by employee associations (association) in matters concerning salaries and fringe benefits. Each of these labor units is covered by a Memorandum of Agreement (MOA), which is an agreement between the City Manager and the bargaining unit.

Employees in a meet and confer labor unit or a meet and discuss labor unit have the right to join or participate in, or refuse to join or participate in, the activities of the union or association. You are not required to join the union or association that represents your labor unit.

Executive and confidential employees may not be members of a labor union or association; are not represented by a labor union or association; and are not subject to any agreements entered into between a labor union or association and the City Council or City Manager.

The City has established a Phoenix Employment Relations Board (PERB) to enforce the City’s Meet and Confer Ordinance. PERB is responsible for adjudicating charges alleging a violation of the City’s Meet and Confer Ordinance; adjudicating unfair labor relations practice charges; resolving conflicts about employees’ unit designations; and assisting in resolving labor negotiations’ impasses. If you believe your rights under the City’s Meet and Confer Ordinance have been violated or you have been the subject of an unfair labor relations practice, you may file a complaint with PERB.

RESIGNATION

If you wish to leave the City in good standing, you should submit a written resignation to your department head, giving a two week notice of your intention to resign. If you do not submit a written resignation or give at least a two week notice, that fact may be entered in your personnel file in the Human Resources Department possibly limiting your ability of being hired back by the City. A submitted resignation can only be withdrawn with the approval of your department head and the Human Resources Director.

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REINSTATEMENT

If you resign in good standing, you may request reinstatement during the two-year period immediately following your resignation. Reinstatement means that your name will be posted to the candidate list for your prior job classification for a two-year period. The candidate list(s) will be sent to departments with vacancies in that particular class, along with the names of other eligible candidates. You may also request that your name be placed on the reinstatement list for lower classifications in which you have completed the probationary period.

Remember, reinstatement is placement on an eligible list, not re-employment to a job. Hiring supervisors are not required to give a hiring preference to former City employees posted to an eligible list through the reinstatement process.

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CONCLUSIONWe hope this Employee Handbook has given you a good overview about our municipal organization, what’s expected of you, and what you may expect in return. If you have questions, please ask. If you have suggestions to improve service, operations, or ways to decrease costs, please let us know.

Every Phoenix employee plays a role to work smart, save money, and be kind to our customers.

Whether this is the first time you’ve ever served in a public capacity or you have experience working as a public servant, we pride ourselves on customer service and working as a team to make sure Phoenix continues to be one of the best run cities in the United States.

We wish you much success in your new position and hope you take pride in your work and perform your duties to the best of your ability.

Again --- congratulations and welcome to the City of Phoenix!

-The Human Resources Team

INDEX

Alcohol and Drugs ................................................................................................23Arrests and Convictions ........................................................................................19Benefits Effective Date ...........................................................................................08Benefits Enrollment Eligibility for Family Members ..............................................08Bereavement Leave ...............................................................................................27Breaks ....................................................................................................................16Classified Service ...................................................................................................17Commuting Programs ...........................................................................................09Compensation .......................................................................................................15Conflict of Interest .................................................................................................03COPERS: City of Phoenix Employees’ Retirement System .....................................13COPMEA: City of Phoenix Municipal Employees Association ................................12Council-Manager Form of Government .................................................................01Demotion ..............................................................................................................29Disciplinary Action and Appeal ..............................................................................30Discrimination, Harassment, and Retaliation Prohibited ......................................06Domestic Violence Awareness ...............................................................................04Driving ...................................................................................................................19Drug-Free Workplace .............................................................................................23Emergency Contact and Beneficiary Information ..................................................13Employee Assistance Program (EAP) .....................................................................11Employee Benefits.................................................................................................07Employee Suggestion Program (ESP) ...................................................................11Ethics Policy ...........................................................................................................01Family Medical Leave ............................................................................................27Financial Obligations .............................................................................................25Finding Out About Job Openings ..........................................................................28Fit4Phoenix Employee Wellness Program ............................................................12Holidays.................................................................................................................16Hours of Work / Workweek ....................................................................................14Internet Use and eMail ..........................................................................................21Jury and Witness Service .......................................................................................28Labor Unions and Associations ..............................................................................30

Maternity Leave .....................................................................................................27Mid-Year Benefit Changes .....................................................................................08Military Leave ........................................................................................................28New Hire Enrollment Deadline .............................................................................07Notification of Tardiness or Absence ......................................................................15Outside Employment ............................................................................................20Overtime ...............................................................................................................16Payroll Deductions .................................................................................................15Performance Reviews ............................................................................................18Personal Devices ....................................................................................................23Personal Leave .......................................................................................................26Personal Mail .........................................................................................................21Political Activity ......................................................................................................04Probationary Period ...............................................................................................17Professional and Career Development ..................................................................10PSPRS: Public Safety Personnel Retirement System .............................................13Reasonable Accommodation .................................................................................07Recruitment and Selection Practices .....................................................................28Reinstatement .......................................................................................................32Residency ..............................................................................................................04Resignation ...........................................................................................................31Responsibilities .....................................................................................................02Safety .....................................................................................................................18Security ..................................................................................................................05Sick Leave ..............................................................................................................26Smoking ................................................................................................................24Social Media ..........................................................................................................22Special Leave without Pay......................................................................................27Teamwork and Diversity ........................................................................................01Telephone ..............................................................................................................20Transfers ................................................................................................................29Tuition Reimbursement .........................................................................................10Vacation Leave .......................................................................................................25Your Supervisor .....................................................................................................14

Acknowledgment for Rev. 10/16

City of PhoenixEmployee Handbook

I acknowledge receipt of the Employee Handbook of the City of Phoenix. I recognize that it is not a contract of employment and is subject to unilateral change, and I also recognize that I am responsible for following the rules outlined in it.

Signature _________________________________________________

Printed Name ______________________________________________

Date Received ______________________________________________

File this receipt in your departmental employee personnel file.

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