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1.09 Conditions of Employment
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.
Origination date: 10/1/93
Applicability: Classified Staff and Service Professionals
University hiring officials may and will consider the previous work history of any applicant for employment, at Northern Arizona University or elsewhere, including reasons for termination. 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, no reinstatement or credit will be available. A rehired classified staff employee will serve the regular six-month new classified staff employee probationary period.
Outside Employment/Supplemental Activities
Upon accepting employment with the University, each individual agrees that the University shall be the employee’s 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 shall be the employee’s primary obligation.
The employment of an employee whose duties require a license or certification from any federal or state governmental agency 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 their 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 suspended. Failure to do so may result in termination of employment.