Medical Benefits

The City of Tempe utilizes the Cigna National Open Access Network to provide benefit-eligible employees with two Plan options. All of the Plans offer employees freedom of choice for doctors and hospitals with no referrals needed. 

If you already have medical coverage, the city offers a medical insurance opt-out program. Full-time employees who participate in the program will receive $100 per month stipend added to their paycheck. Part-time employees receive $50 per month stipend added to their paycheck. 

Dental Benefits

The city utilizes Cigna Dental to offer three dental plans. Choosing either of the PPO Plans gives employees freedom to choose any dentist, anytime. Under the DHMO Plan, employees must select and use one of the DHMO network of dentists to receive benefits. 

Vision Benefits

Vision coverage is provided through Avesis. Employees and covered dependents can seek care from any licensed optometrist, ophthalmologist or dispensing optician. 

The city recognizes that circumstances due to a personal or family situation or other life events may require you to be away from work. Tempe provides a variety of leave program options for when you need to take time away from work. 

Compassionate Leave Program

The Compassionate Leave Program allows regular employees to donate their accrued sick or vacation leave to another qualified employee.  

Family Medical Leave

The city adheres to all requirements of the Family and Medical Leave Act. In addition to the twelve (12) work weeks, city employees may request up to an additional five (5) work weeks of job-protected leave, for a total of seventeen (17) weeks. 

Holidays

13 paid holidays per year

Sabbatical  

Employees who are not covered under one of the negotiated MOUs and who have completed 15 years of full-time, regular employment are eligible to apply for a one-time extended four (4) week sabbatical leave that includes two (2) weeks of the employee's accrued vacation leave and an additional two (2) weeks of city-paid leave. 

Sick

12 paid sick leave days per year. There is no maximum accrual for sick leave and all accrued hours shall carry over at the end of each calendar year. 

Supplemental Family Medical Leave

Supplemental Family Medical Leave provides up to 160 paid hours per calendar year to eligible employees who are on approved FMLA qualifying leave, including birth of baby or parental leave including bonding time. Other examples include an employee's own serious health condition, caring for a spouse or domestic partner. 

Vacation

14-24 paid vacation days per year (depending on length of service). Employees can carryover a maximum of 450 hours of accrued vacation. Have you worked for another organization and participated in the Arizona State Retirement System (ASRS)? If so, you might be eligible to have your vacation accrual rate adjusted to reflect your total years of service. Learn More!

Other

• Bereavement Leave - All regular and probationary employees may request up to one work week of paid bereavement leave upon the death of a relative as outlined in the Personnel Rules. 
• Exempt Leave - Eligible qualified employees receive exempt leave hours which can be used at the employee's discretion with supervisor approval. 
• Jury Duty & Court Service Leave - Regular employees summoned to perform jury duty or serve as a witness (for any matter that does not involve the personal interest of the employee) receive their usual compensation if serving during their regularly scheduled work hours. 
• Military Leave - Members of the National Guard or the United States armed forces reserves shall be entitled to take leaves of absence to comply with orders of the state or United States for training or active duty. 
• Personal Day - Regular employees may take one personal leave day anytime during the calendar year. 
• Winter Holiday Leave - Eight (8) hours of leave to be used during December and January or as negotiated by the Employee Group. 

In partnership with Propel, benefit enrolled employees have the opportunity to participate in the Healthy Me in Tempe Wellness Program. Through fun challenges and taking advantage of education, tools and resources in a variety of well-being areas, employees will earn points towards a reduction in their health insurance premium. This adds up to an annual savings of $650.00!

Personal issues, planning for life events or simply managing daily life can affect your work, health and family. Through SupportLinc, employees and their household members have access to a variety of resources to help you manage personal & work-life issues. 

Resources Available

• Confidential Counseling
• Work-Life Solutions
• Financial Information & Resources
• Legal Support & Resources

The City of Tempe is dedicated to providing a variety of career development options for employees at all levels of the organization. Through the Connect, Rise, Lead and Accelerate programs, employees will enter into the city knowing what their professional development opportunities are from day one all the way through their 30th year of employment!

View more details on the Employee Development pages. 

The Tuition Reimbursement Program is provided to attract and retain a highly competent and committed workforce, ensuring the City of Tempe will be a competitive employer. The City provides professional development opportunities that align with the organization’s academic, professional, and vocational competencies. 

The city provides a $6,500.00 annual calendar year tuition reimbursement benefit to all regular, full time employees: $5,250.00 pre-tax and $1,250.00 post-taxed. Regular, part time employees receive a prorated amount. 

Educational Partnership Programs

All employees can participate in classes, degree programs, or earn certificates utilizing their tuition benefit while having the institution bill the city for tuition and fees. Check out Employee Development for additional details, including a list of current partners. 

The city offers employees a variety of ways to save for retirement through either the Arizona State Retirement System (ASRS) or the Public Safety Personnel Retirement System (PSPRS) as well as through the Defined Contribution Program.

Nationwide offers four (4) plans and to further help you save for retirement, the city matches your contribution to a 401(K) plan up to a specified dollar amount. 

• 457 Plan
• 457 Roth
• 401(K) Plan
• 401(K) Roth

After 10 years of full-time employment, the city will fund a Post-Employment Health Plan (PEHP) with an initial approximate contribution of $15,000.00 and each month of employment thereafter, your account will receive an on-going contribution. You will be able to use these funds to assist with medical expenses when you retire or separate employment. 

Flexible spending accounts or reimbursement accounts offer employees a chance to use part of the money normally paid in taxes to pay healthcare or childcare (dependent) expenses. 

Healthcare Flex Spending Account

Use the Healthcare Flex Spending Account to set aside money to pay for medically necessary expenses not covered by health or dental insurance. Examples include co-pays, deductibles, glasses and braces.

Dependent Care Spending Account

Use the Dependent Care Spending Account to set aside money to pay for childcare expenses. 

Mediflex is the City of Tempe's employer funded health spending account. Employees that are eligible for medical insurance will receive $56.42 in Mediflex money at the beginning of each month. This adds up to $677.04 per year!

This money can be used for IRS approved medical reimbursements of out-of-pocket expenses. You are not taxed on the money you receive from Mediflex and any unused amounts stay in your account from year to year. 

Through The Hartford, the city offers all full-time active employees one (1) times their annual salary in group term life insurance coverage. In addition, employees receive one (1) times their annual salary in group accidental death & dismemberment insurance coverage. Lastly, employees receive $250,000.00 of coverage due to an accident while commuting to and from work.

Employees can also choose to purchase additional supplemental life insurance for themselves or their dependent(s).