Much of the information regarding eligibility, process and conditions of available leaves, employee accrual types and other policies can be found in the Employee Handbook (PDF).
Employees are paid for 11 holidays per year, including one floating holiday that may be used anytime each calendar year. There is no carry-over of the floating holiday to the next calendar year. Paid holidays are:
New Years Day: January 1
Martin Luther King Day: third Monday in January
President's Day: third Monday in February
Memorial Day: Last Monday in May
Independence Day: July 4
Labor Day: First Monday in September
Veteran's Day: November 11
Thanksgiving Day: 4th Thursday in November
Day After Thanksgiving: Day after fourth Thursday in November
Christmas Day: December 25
Floating Holiday, which must be used by December 31 of each calendar year (with prior approval from the Division Head). The Floating Holiday, if not used by December 31, may not be carried over into the next calendar year.
If a holiday falls on a Saturday, the preceding Friday is observed; if a holiday falls on a Sunday, the following Monday is observed.
City employees receive the holiday off with pay unless they are shift workers. If the holiday falls on a shift worker's scheduled day to work, they will receive holiday pay plus time and one half for the actual hours worked. If the holiday falls on a shift worker's scheduled day off, they will earn holiday compensatory time to take at a later date.
In order to be paid for a holiday, employees may not take an unpaid work day the day prior to or after the holiday (Employee Handbook Article 1-50-010).
Tenured and tenure eligible part-time employees earn vacation on a pro-rata basis (Employee Handbook Article 1-50-020).
Commissioned Fire Personnel earn vacation at a different rate than shown above, reference Table B in the Employee Handbook Article 1-50-020.
Employees are eligible to accrue and use:
Crime Victim Leave
Earned Paid Sick Time for Sick Leave
Family Medical Leave
Family Member Sick Leave
Benefit eligible employees accrue 12 paid sick leave days per year or 3.7 hours per pay period. Part time employees earn sick leave on a pro-rata basis. Eligible employees will be credited 6 work days of sick leave upon hire that is available for immediate use. If the employee terminates before they reach 6 months of employment, any unearned sick leave used will be subtracted from the employee's final paycheck (Employee Handbook Article 1-50-030).
Temporary employees shall accrue earned paid sick time at the rate of one hour for every 30 hours worked, measured from the date of hire. Temporary employees are eligible to use accrued earned paid sick time after a waiting period of 90 days from the date of hire. Temporary employees may use up to 40 hours of accrued earned paid sick time per year, measured from the date of hire.
Benefit Eligible Employees may use up to two (2) Working Days of accrued Earned Paid Sick Time per calendar year for matters of personal business. The employee cannot accumulate personal days to have more than two per year, they do not carry over. If the time is not used, it is not lost from the employee's accrual bank. (Employee Handbook Article 1-50-034).
Family Medical Leave Act (FMLA)
The Family and Medical Leave Act of 1993 (FMLA) as amended provides eligible employees with up to 12 work weeks of job protected unpaid leave in a single 12 month period for the birth or adoption of a child; care of a child, spouse, or parent who has a serious medical condition; or the employee's own serious health condition; or to take care of military related "qualifying exigencies" of a family member.
Go to Article 1-50-050 in the Employee Handbook (page 100) for details about eligibility, process and how to apply.
If an employee is out of work for more than 14 days and they meet the eligibility requirements for the leave, they must request FML coverage.
Am I eligible? How do I apply? What does the leave provide? Visit the Employee Handbook, Article 1-50-050 for all details about FML Leave.
View the FMLA Employee Guide (PDF). The City adheres to the federal Family and Medical Leave Act of 1993, and amendments effective January 2009.
City of Flagstaff Article 1-50-051 - Parental Leave provides parents with paid time off to recover from childbirth and/or to care for and bond with a newborn or Newly Placed Child. Go to the Article (page 110) for further details about eligibility, process and how to apply.
Am I eligible? How do I apply? What does the leave provide? Visit the Employee Handbook, Article 1-50-051 for all details about Parental Leave.
Benefit-eligible employees may be granted up to five workdays of bereavement leave in the event of the death of a member of an employee's immediate family. To determine if your relationship with the deceased individual is eligible for this leave, refer to the definition of "Family Member" in the General Definitions section 1-10-010.01 of the Employee Handbook. Employees need to complete a Leave of Absence Request Form and submit it to their supervisor for approval (Employee Handbook Article 1-50-040).
Leave Without Pay
An employee may take leave without pay for up to one year with approval of the City Manager for a personal, medical or education reason.
Go to Article 1-50-081- Leave Without Pay in the Employee Handbook (page 123) for details about eligibility, process and how to apply. Employees must complete a Leave of Absence Request Form and submit it to their supervisor for approvals.
Am I eligible? How do I apply? What does the leave provide? Visit the Employee Handbook, Article 1-50-081 for all details about Leave Without Pay.
In order to receive their regular pay while serving on jury duty, employees must submit the pay received for jury duty services (Employee Handbook Article 1-50-070).
Military and Military Training
An employee who is a member of the United States Army, Navy, Air Force, Marines, Coast Guard, National Guard, Reserves or Public Health Service will be granted a leave of absence for military service, training or related obligations in accordance with applicable state and federal law. Thirty days of leave will be paid for military or National Guard duty during a two-year period. Pay from both agencies for the 30 days may be kept by the employee (Employee Handbook Article 1-50-060).
Employees shall be granted a paid military training leave for training duty or to attend camps, maneuvers, formations or drills under orders with any branch or reserve of the armed forces of the United States (Employee Handbook Article 1-50-061).
Uniformed Services Employment and Re-Employment Rights Act (USERRA)
Past and present members of the uniformed services, as well as applicants to the uniformed services, may not be denied reemployment, retention in employment, promotion or any benefit of employment because of this status under the law.
Benefit Eligible employees may donate leave to other requesting employees for any reason. Employees can donate vacation or holiday compensatory time to other employees that meet certain eligibility requirements, see Article 1-50-100 in the Employee Handbook (page 126) for more information.
Donated time will be used on an hour-for hour basis, not an hourly rate. Unused donated time will be returned to the donor's leave accruals. For more information on how to request donated leave, contact the Benefits Analyst in Human Resources.