General Personnel Policies

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

(Reviewed only 04/10/2026)

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.

(Reviewed only 04/10/2026)

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

(Reviewed only 04/10/2026)

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 only 04/10/2026)

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

(Reviewed only 04/10/2026)

Hours and Compensation

The regular workweek for full-time employees is forty (40) hours. Work schedules are established by the institution to ensure that operational needs are met while supporting a productive and effective work environment.

Work Week

The standard workweek is typically structured over five (5) consecutive days; however, alternative schedules may be approved based on departmental needs and institutional priorities. The president, or designee is responsible for assigning and approving work schedules that align with the mission and service requirements of the institution.

Flex Time

Flex Time arrangements may be available to employees when operationally feasible. Flex Time allows for variation in an employee’s start and end times, provided that the total required hours are worked and service levels are maintained. All Flex Time arrangements must be approved in advance by the president, or designee and documented in accordance with institutional procedures.

Remote Work

Remote work (working from a location other than the primary workplace) may be permitted when it supports institutional effectiveness and the employee’s duties can be performed off site without disruption to operations. Remote work arrangements must be approved by the president and comply with all institutional policies, including those related to performance, communication, and data security.

Review and Revision of Flex Time and Remote Work Agreements

All agreements related to Flex Time and Remote Work are subject to review at least annually. Additionally, such arrangements may be modified or discontinued at any time during the work year based on the operational needs of the institution at the discretion of the president, or designee. Continued participation in Flex Time or Remote Work is not guaranteed and is contingent upon performance, departmental requirements, and institutional priorities.

Compliance

Employees are expected to adhere to their approved work schedules and arrangements. Failure to comply with established agreements may result in modification or termination of Flex Time or Remote Work privileges and may be subject to further administrative action.

(Revised 04/21/2026)

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 04/10/2026)

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

(Reviewed only 04/10/2026)

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.

(Reviewed only 04/10/2026)

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.

(Reviewed only 04/10/2026)

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.

(Reviewed only 04/10/2026)

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 04/10/2026)

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

(Reviewed only 04/10/2026)

Purpose:

Northland Pioneer College (NPC) is committed to providing a safe, healthy, and productive environment for all employees and students. Maintaining a drug-free and alcohol-free workplace is essential to this commitment.

Policy Statement:

1. Workplace Expectations:

Employees are required to report to work on time and in a mental and physical condition suitable for performing their job duties. NPC strives to provide a safe, secure, and healthful work environment, free from the influence of drugs and alcohol.

2. Prohibited Conduct:

The unlawful manufacture, distribution, possession, or use of controlled substances or alcohol is strictly prohibited:

• On college premises
• While conducting college business off-site
• At any time when such use could impair an employee’s ability to perform their duties

3. Assistance and Support:

NPC recognizes drug and alcohol dependency as serious health conditions and encourages employees to seek help. Employees experiencing problems with substance use are encouraged to access available resources, including self-initiated help or referrals through college-designated assistance programs. Seeking help in good faith will not jeopardize employment.

4. Compliance and Reporting Requirements:

As a condition of employment, all employees must:

• Comply with this policy
• Report any conviction under a criminal drug statute related to activities on or off college premises while conducting college business
• Submit a written report of such convictions to Human Resources within five (5) days of the conviction, in accordance with the Drug-Free Workplace Act of 1988

Procedure:

Details regarding assistance programs, reporting processes, and disciplinary actions are provided in the accompanying procedural documents related to this policy.

(Revised 04/21/2026)

Purpose:

Northland Pioneer College (NPC) is committed to maintaining a neutral and inclusive educational and working environment. This policy establishes guidelines to ensure that employees conduct themselves in a manner that upholds the integrity of the college and prevents any real or perceived conflicts of interest related to political activities.

Policy Statement:

1.      Prohibition of Political Activity in Official Capacity

Employees of NPC shall not engage in political activity while performing their official duties, representing the college, or utilizing college resources. Political activity includes, but is not limited to, campaigning for or against candidates for public office, promoting or opposing ballot measures, or participating in partisan political events.

2.      Use of Position and Authority

Employees shall not use their position, authority, or influence to coerce, encourage, or attempt to influence the political beliefs, voting decisions, or political activities of students, colleagues, subordinates, or any other individuals associated with NPC.

3.      Distinction Between Personal and Professional Conduct

While NPC employees retain the right to engage in political activities in their personal capacity, such activities must not:

·         Occur during working hours unless using personal time off;

·         Involve the use of college facilities, communication systems, or other resources; or

·         Be conducted in a manner that creates the appearance of NPC endorsement or affiliation.

4.      Participation in Civic Engagement

Employees are encouraged to participate in civic life as private citizens, including voting, attending public meetings, and contributing to nonpartisan community initiatives, provided these activities do not conflict with the restrictions above.

5.      Enforcement and Reporting

Violations of this policy may result in disciplinary action, up to and including termination. Employees who have questions or concerns regarding the application of this policy should contact Human Resources or the Office of the President.

References:

• State and federal laws governing political activity and employment.

• NPC Code of Conduct and Employee Handbook

(Revised 04/21/2026)

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

(Reviewed only 04/10/2026)

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

(Reviewed only 04/10/2026)

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

(Reviewed only 04/10/2026)

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

(Reviewed only 04/10/2026)