All contracted employees working twenty hours or more per week may have tuition and the media fee waived for courses taken at Northland Pioneer College.
All contracted employees working thirty or more hours per week may have tuition and the media fee waived for themselves and their dependents. Dependents include family members who live at home and are claimed as dependents on the most recent state and federal income tax return.
Adjunct faculty may have tuition waived for up to six credits in the semester they are teaching and the media fee waived.
Current District Governing Board members may also have tuition waived for up to six credits per semester and the media fee waived.
A member of the Arizona National Guard who received a Purple Heart citation on or after September 11, 2001 or a former member of the Arizona National Guard who was medically discharged from the Arizona National Guard due to an injury or disability suffered under conditions listed in A.R.S. §15-1808 may have tuition and media fee waived for courses taken at Northland Pioneer College.
A member or former member of the United States armed forces who received a purple heart citation, who was a resident of the state of Arizona or was stationed in Arizona at the time of the injury and whose disability rating is fifty per cent or more as described in A.R.S. §15-1808 may have tuition and the media fee waived for courses taken at Northland Pioneer College.
A surviving spouse or child of a peace officer, correctional officer, fire fighter, emergency paramedic, National Guard member, or member of the United States Armed Forces who was a resident of the state of Arizona or stationed in Arizona and who was killed in the line of duty or who died from injuries suffered in the line of duty while traveling to or from duty may have tuition and the media fee waived for courses taken at Northland Pioneer College.
An employee may register for classes that are scheduled during their normal work hours with approval following the Flexible Work Schedule process described below.
Course fees, late registration fees, textbooks and/or noncredit-bearing course costs are not waived under this procedure. Credit-bearing courses taken for an audit grade are eligible for a tuition waiver.
An employee who is dismissed or separated from service prior to the first meeting of a class for which a waiver has been approved may either withdraw from or elect to pay tuition and the media fee. Tuition and the media fee may be waived if dismissal or separation from service occurs after the first meeting of the class(es) and the employee or dependent has attended the class(es) at least once.
An employee or dependent are not eligible for the tuition and media fee waiver benefit after two (2) attempts at any college course.
A tuition waiver for an employee who is currently on administrative, educational, or sabbatical leave of absence must be approved by the supervisor and the appropriate executive team member.
Flexible Work Schedule
A flexible work schedule may be requested to support class attendance during regular work hours. Flexible work schedules may be accepted for noncredit courses if it is determined to have a direct application to the employees’ work duties. A request must be completed before enrollment is finalized. A proposed flexible work schedule must adhere to the following criteria:
- A flexible work schedule will be restricted to one class per semester unless approved by the supervisor and appropriate executive team member.
- The requested class is only offered during an employee’s regular work schedule.
- An employee submits a written proposed schedule to meet contracted weekly work obligations. The proposed schedule may include the use of annual and personal leave.
If the supervisor and the appropriate executive team member approve the proposed flexible work schedule, the supervisor and appropriate executive team member will sign the request for tuition and media fee waiver and the employee will submit the request and the approved flexible work schedule to the Business Office.
If a supervisor denies the proposed flexible work schedule, the supervisor will submit a written explanation to the employee and the Human Resources Office within five (5) business days specifying the reason(s) for the denial.
An employee who is dissatisfied with the denial of a proposed flexible work schedule may appeal as follows:
- Employee should engage in an informal discussion with their supervisor to attempt to resolve the denial before pursuing a written appeal.
- Employee may submit a written appeal to the Human Resource office. The appeal will be reviewed, the supervisor will be consulted and Human Resources will respond in writing within five (5) business days.
- If the appeal is denied by Human Resources, the employee may appeal in writing to the appropriate executive team member who will review the appeal, consult with the employee’s supervisor, and respond in writing within five (5) business days.
- If all prior appeals have been denied, the employee may file a final appeal with the president of the college who will make a final determination.
