Craig Tiger Act
ARS 38-673, the Craig Tiger Act, was created to ensure the best care for employees exposed to traumatic events in the line of duty. The goal is to address and treat mental health issues before they develop into Post-Traumatic Stress Disorder (PTSD) or other conditions so these individuals can return to work and their normal daily lives.
Craig Tiger Act Reporting Form
Counseling Provider Instructions Packet
Frequently Asked Questions (FAQ)
Who is covered?
First Responders including Firefighter, Fire Engineer, Fire Captain, Fire Battalion Chief, Deputy Fire Chief, Fire Chief, Airport Operations/ARFF Specialist, Airport Operations/ARFF Lead, Airport Operations/ARFF Manager, Police Officer, Police Sergeant, Police Lieutenant, Police Lieutenant, Deputy Police Chief and Police Chief.
What types of incidents initiate this benefit?
- aftermath of such a death or maiming of one or more human beings;
- responding to or being directly involved in a criminal investigation of an offense involving a dangerous crime against children as defined in section 13-705;
- Requiring rescue in the line of duty where one's life was endangered;
- Using deadly force or being subjected to deadly force in the line of duty, regardless of whether a Police Officer or Firefighter was physically injured;
- Witnessing death of another Firefighter or Police Officer while engaged in the line of duty; or
- Responding to or being directly involved in investigation regarding drowning or near drowning of a child.
What do I need to do to access services?
Report event to supervisor, review all of the information, including the instructions, and complete the Traumatic Event Reporting Form and submit to HR.
How many visits do I get?
Up to 36 visits. The employee is entitled to 12 initial visits. If the licensed health care provider determines that additional counseling is likely to improve the employee’s condition, an 24 additional visits (within one year after the first visit) may be utilized.
What provider(s) can I use?
Employees may choose to seek counseling through the City’s Employee Assistance Program (EAP), the City's provder, a licensed mental health professional of their choice or through Worker's Compensation.
How does this impact my wages and time off?
Employees attending a treatment visit will be paid regular wages. If the licensed mental health professional determines the employee is not fit for duty while receiving treatment, the employee should reach out to Human Resources. If the employee is placed in a no work status, wages must continue for 30 calendar days regardless of PTO (Paid Time Off) and PST (Paid Sick Time) balances. Time off work for appointments and/or time off work during a no work status may run concurrent with FMLA (Family Medical Leave Act).
Who do I contact for more information?
For additional information, please contact Jennifer Caputo at 928 213-2098 or Meriah Franklin at 928-213-2096 in Human Resources.