Craig Tiger Act

The intent of the Craig Tiger Act is to provide the best care possible for employees who are exposed to traumatic events in the course of duty to ensure these individuals can return to work and their normal daily lives. With these services available, the goal is to address and treat mental health issues before they develop into PTSD or other conditions.

Craig Tiger Packet

Frequently Asked Questions (FAQ)

Who is covered?

This benefit is extended to First Responders which includes Firefighter, Fire Engineer, Fire Captain, Fire Battalion Chief, Assistant Fire Chief, Fire Chief, Police Officer, Police Sergeant, Police Lieutenant, Police Commander, Assistant Police Chief and Police Chief.

What do I need to do to access services?

Download a copy of the Craig Tiger Packet. 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?

Per ARS 38-673, the individual is entitled to 12 initial visits with the option for 24 additional visits within one year after the first visit if a licensed health care provider determines that the additional counseling is likely to improve the employee’s condition. That is a total of 36 visits paid for by the City of Surprise.

What provider(s) can I use?

Employees may choose to seek counseling through a provider of their choice or through the City’s Employee Assistance Program (EAP).

What makes a qualified provider?

Per ARS 38-673, “licensed counseling” means counseling provided by a licensed mental health professional.

How does this impact workers comp?

There is no presumption of a claim that is compensable under workers’ compensation for an employee who utilizes licensed counseling visits pursuant to the Craig Tiger Act. For any questions regarding workers’ compensation please contact Risk Management at 623-222-3560.

How does this impact my wages, Paid Time Off (PTO), Paid Sick Time (PST), and Family Medical Leave Act (FMLA)?

Per ARS 38-673(C), if the employee leaves work to attend a treatment visit, they will be paid regular wages instead of using PTO or PST. If the licensed mental health professional determines the employee is not fit for duty while receiving treatment, the employee should reach out to the Senior Human Resources Analyst – ADA and Leaves. 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).

Where can I go for more information?

For additional information, please contact the Senior Human Resources Analyst – ADA and Leaves at 623.222.3542.