UNITED ARIZONA EMPLOYEE ASSOCIATION

Negotiates and maintains a legally binding Memorandum of Understanding (MOU) with Tempe City Management to secure member rights, including cost-of-living adjustments, vacation time, and procedural protections during investigations. The organization serves as the exclusive representative for non-management employees, negotiating on behalf of over 700 City of Tempe employees.

Negotiates and maintains a legally binding Memorandum of Understanding (MOU) with Tempe City Management to secure member rights, including cost-of-living adjustments, vacation time, and procedural protections during investigations. The organization is authorized as the official representative for over 700 City of Tempe employees and makes recommendations on behalf of approximately 800 people.

Negotiates and maintains a legally binding Memorandum of Understanding (MOU) with Tempe City Management to secure member rights, including cost-of-living adjustments, vacation time, and procedural protections. The organization is authorized to exclusively negotiate on behalf of over 700 City of Tempe employees and makes recommendations for approximately 800 people.

Negotiates and maintains a legally binding Memorandum of Understanding (MOU) with Tempe City Management to secure member rights, including cost-of-living adjustments, vacation time, and procedural protections. The organization also serves as the exclusive representative for non-management employees, negotiating on behalf of over 700 City of Tempe employees.

Established the first UAEA Leave Bank by deducting 6 hours of Holiday Leave time from members' accounts on July 1st, 2025.

Established the first UAEA Leave Bank by deducting 6 hours of Holiday Leave time from members' accounts.

Establishes and manages a Leave Bank for members, provides access to free will preparation services, and offers educational resources on Family and Medical Leave Act (FMLA) rights and procedures.

Provides members with access to free will preparation services, offers educational resources on Family and Medical Leave Act (FMLA) rights and procedures, and established a Leave Bank by deducting holiday leave time from members' accounts.

Hosts annual events such as a crafts competition and a holiday party for members and their families. The organization also holds 11 member meetings annually and runs an annual college scholarship competition for members or their children.

Hosts annual events for members and their families, including a crafts competition, an annual holiday party in December, and 11 member meetings annually. The organization also runs an annual college scholarship competition each spring for members or their children, and an annual art contest.

Hosts annual events such as a crafts competition, an annual holiday party, and an annual college scholarship competition for members and their families. The organization also holds 11 member meetings annually and provides free will preparation services and educational resources on FMLA rights.

Hosts annual events for members and their families, including a crafts competition, an annual holiday party, and an annual college scholarship competition. The organization also holds 11 member meetings annually.

Organized a grassroots petition drive to decertify affiliation with the Service Employees International Union (SEIU) and certify the United Arizona Employee Association (UAEA) as the exclusive representative for non-management employees.

Organized a grassroots petition drive to decertify affiliation with the Service Employees International Union (SEIU) and certify the United Arizona Employee Association (UAEA) as the exclusive representative for non-management employees.

Organized a grassroots petition drive to decertify affiliation with the Service Employees International Union (SEIU) and certify the United Arizona Employee Association (UAEA) as the exclusive representative for non-management employees.

Organized a grassroots petition drive to decertify affiliation with the Service Employees International Union (SEIU) and certify the United Arizona Employee Association (UAEA) as the exclusive representative for non-management employees.

Recognizes employees for their contributions to the community and city services, such as funding and launching community programs, leading city departments, responding to emergencies, and serving children through library events.

Provided feedback on the Segal Market study, leading to the inclusion of additional comparable cities and Maricopa County as an employer, resulting in 11 employers being analyzed to inform compensation decisions.

Provided feedback on the Segal Market study, influencing the inclusion of additional comparable cities and Maricopa County as an employer, which resulted in the analysis of 11 employers for compensation benchmarking.

Provided feedback on the Segal Market study, leading to the inclusion of additional comparable cities and Maricopa County as an employer, resulting in 11 employers being analyzed.

Provides assistance to members in disciplinary hearings or investigations, offers guidance on disciplinary responses, and files an average of 6 to 10 grievances per year for employee rights violations. The organization also addresses issues such as harassment and discrimination within city departments.

Provides assistance to members in disciplinary hearings or investigations, offers guidance on disciplinary responses, and files grievances for employee rights violations, averaging 6 to 10 grievances per year. The organization also addresses issues such as harassment and discrimination within city departments.

Provides assistance to members in disciplinary hearings or investigations, offers guidance on disciplinary responses, and files an average of 6 to 10 grievances per year for employee rights violations. The organization also addresses issues within city departments, such as harassment and discrimination in the Solid Waste department.

Provides assistance to members in disciplinary hearings or investigations, offers guidance on disciplinary responses, and files grievances for employee rights violations, averaging 6 to 10 grievances per year. The organization also addresses issues such as harassment and discrimination within city departments.

Conducts biennial elections for board positions, revises its bylaws, and passes anti-discrimination policies. The organization also revised its Memorandum of Understanding (MOU) in 2024.

Conducts biennial elections for board positions, revises its bylaws, and passes policies such as an Anti-Discrimination Policy. The organization also revises its Memorandum of Understanding (MOU) and provides a membership form for paycheck deduction authorization and employee information verification.

Conducts biennial elections for board positions, revises its bylaws, and passes policies such as an Anti-Discrimination Policy. The organization also revises its Memorandum of Understanding (MOU) and participates in conferences related to its operations.

Revises its bylaws and Memorandum of Understanding (MOU) periodically, including passing an Anti-Discrimination Policy as an addendum to its bylaws in 2021 and revising its MOU in 2024.

Provided feedback on the Segal Market study, which led to the inclusion of additional comparable cities and Maricopa County as an employer, resulting in 11 employers being analyzed.