1.09 Conditions of Employment
Origination date: 10/1/93
Applicability: Classified Staff and Service Professionals
The purpose of this policy is to clarify expectations on being rehired after termination of employment, working outside the university and maintaining appropriate licenses and certification.
University hiring officials are entitled and will consider the previous work history, at Northern Arizona University and elsewhere, including reasons for termination, of any applicant for employment.
If the employee is rehired within one year, the employee will receive credit for any unused sick leave accumulated at the time of prior termination, and prior months/years of service will be restored for vacation computation purposes. However, if the rehired employee retired and previously received a sick leave payout, there will be no reinstatement or credit.
A rehired employee will serve the regular six-month probationary period.
Outside Employment/Supplemental Activities
Upon accepting employment with the university, each individual agrees that the university will be the primary employer. The employee further agrees that, should conflicts in work schedules occur due to shift or job reassignment or for any other reason, the work schedule at the university is the primary obligation.
The employment of an employee whose duties require a license or certification from the state or federal government, or any agency thereof, must provide verifiable proof prior to hire that such requirements have been met. An employee agrees that any licensing/certification requirements will be maintained for the duration of employment. Failure to do so may result in termination of employment.
University and student employees whose assignments require a valid driver's license or a commercial driver's license must report immediately to their supervisor/director should their driver's license be invalidated or surrendered. Failure to do so may result in termination of employment.