General Personnel Policies

The president, or designee, is responsible for the development of procedures for the annual evaluation of all college employees.

(Revised 5/17/2022)

The president, or designee, has the responsibility of filling budgeted positions and bringing the names to the next District Governing Board Meeting. See also Policy 1020.

(Revised 5/17/2022)

The president, or designee, is authorized to prepare a job description for each employee or each group of employees.

(Revised 5/17/2022)

The president, or designee, is authorized to provide written agreements for employment and for the establishment of procedures for payment. All agreements for employment will specify salaries, wages and other certain terms and conditions of employment.

(Reviewed 5/17/2022)

The president, or designee, is authorized to establish procedures for pay periods, issuance of paychecks, issuance of employment agreements, and professional development compensation.

(Revised 5/17/2022)

Hours and Compensation

The regular workweek for full-time employees is a forty (40) hours.

(Reviewed only 5/17/2022)

No adverse personnel action will be taken against any Northland Pioneer College employee in reprisal for the disclosure of information on a matter of public concern to a public body, as defined in A.R.S. §38-531(4).

(Reviewed only 5/17/2022)

The president, or designee, is authorized to establish procedures for the confidentiality of employee records and the release of information.

(Revised 5/17/2022)

The president, or designee, is responsible for the establishment of procedures whereby the college shall insure equal employment opportunity within all areas of the college, and equal opportunity in the educational services of the college. These procedures shall be in consonance with State and Federal regulations and guidelines.

(Revised 5/17/2022)

The college may reimburse candidates for expenses related to interviews in an amount to be established by the president, in accordance with A.R.S. §15-1406.

(Revised 5/17/2022)

Members of the same family (spouse, siblings, or parents, and children) or immediate household members may be employed by the college except under the following circumstances:

1. When one member of a family would be responsible for institutional decisions involving possible direct benefit (including initial appointment, retention, promotion, salary, leave of absence, etc.) to another member of the same family; or
2. When one member of a family would be responsible for supervising, evaluating, or auditing the work of another member of the same family.

When circumstances or relationships conflict or threaten the best interests of the college, the president may make transfers and/or reassignments as needed.

(Revised 5/17/2022)

It shall not be in violation of the policies of the college for full-time employees to be employed by entities other than the college; providing the outside employment shall not interfere with the employment duties of the individual at the college as determined by the employee's supervisor. In no case shall the outside employment interfere with the ability of the college employee to satisfactorily fulfill his/her duties and responsibilities at the college.

(Reviewed only 5/17/2022)

The president, or designee, is authorized to establish procedures for employee attendance obligations.

(Revised 5/17/2022)

It is the intent and policy of the college to maintain a drug-free and alcohol-free working environment for its employees and students.

1. Employees are expected and required to report to work on time and in appropriate mental and physical condition for work. It is the college's intent and obligation to provide a drug-free and alcohol-free, healthful, safe and secure work environment.
2. The college prohibits the unlawful manufacture, distribution, dispensing, possession or use of controlled substances and alcohol on college premises, while conducting college business, or at any time which would interfere with the effective conduct of the employee's work for the college.
3. The college recognizes drug and/or alcohol dependency as illnesses and major health problems. The college also recognizes drug and alcohol abuses as potential health, safety and security problems. Employees needing help in dealing with such problems are encouraged to seek help, either through their own resources or by requesting help or referral through the sources designated in the procedure based on this policy. Conscientious efforts to seek help will not jeopardize any employee's job.
4. Employees must, as a condition of employment, abide by the terms of this policy and report any convictions under a criminal drug statute for violation occurring on or off college premises while conducting college business. A report of a conviction must be made within five (5) days after the conviction as mandated by the Drug-Free Workplace Act of 1988.

(Revised only 5/17/2022)

An employee shall not engage in any political activity while acting as an agent of the college.

An employee shall not use the authority of his or her position to influence or attempt to influence the vote or political activity of any subordinate employee or any person who is a student being instructed by the employee.

(Reviewed only 5/17/2022)

The president, or designee, shall develop procedures for implementing the provisions of the Family and Medical Leave Act of 1993.

(Revised 5/17/2022)

The president, or designee, is authorized to develop procedures for sabbatical leave.

(Revised 5/17/2022)

The president, or designee, is authorized to establish procedures and guidelines for retirement and for emeritus and meritorious service recognition.

(Revised 5/17/2022)

The president, or designee, is authorized to develop procedures for separation from employment with the college.

(Revised 5/17/2022)