443.2.1 Purpose
The purpose of this procedure is to establish requirements used in the employment process.
443.2.2 Affirmative Action
Policies regarding equal employment opportunity through affirmative action for women, minorities, persons with disabilities, and veterans will be followed. When there are equally qualified candidates, preference shall be given to candidates whose hire will help correct underutilization as identified in the College's Affirmative Action Plan, and then to candidates whose hire promotes diversity through workforce representation of disabled persons and/or veterans.
443.2.3 Age Limitations
Employment is normally limited to persons at least 18 years of age. An individual under 18 years of age may be employed in occupations not prohibited by the Fair Labor Standards Act and if such employment will not interfere with the continuation of his/her education. The employment of any individual younger than 18 years of age requires the approval of the Human Resources Director.
443.2.4 Employment of Aliens
An employee must be a citizen of the United States, or a resident alien or a person possessing a visa permitting him/her to work in the United States. Employment under regular status, whether full-time or part-time, is possible only for an alien having immigrant status as "permanent resident alien." However, employment of a temporary nature is provided for under certain non-immigrant visa classifications. Notwithstanding any provision of this manual to the contrary, an alien employee whose visa no longer permits him/her to remain employed may be terminated immediately, without cause or advanced notice.
443.2.5 Immigration Reform and Control Act
Under the Immigration Reform and Control Act of 1986, all College employees are required to provide proof of identity and eligibility to work in the United States. This documentation must be provided either prior to commencing work or by the third day of employment. Failure to provide this documentation may result in termination, and no one will receive pay for work performed unless he/she first complies with the requirement of this law. Completion of form I-9 (Employment Eligibility Verification Form) is required.
443.2.6 Selective Service Registration
Any individual who is legally required to register for the Federal Military Selective Service System must do so prior to employment at the College. Verification will occur at time of hire.
443.2.7 Loyalty Oath
All employees (excluding aliens or those employees with a religious conflict) are required by Arizona Law, A.R.S. 38-231, to affirm allegiance to the United States and the State of Arizona by signing a loyalty oath prior to commencing employment with the College.
443.2.8 Outside Employment
Upon accepting full-time employment with the College, the College will be the employee’s primary employer. Should conflicts in work schedules occur due to shift or job reassignment or for any other reason, the work schedule at the College is the employee’s primary obligation.
443.2.9 Certification or License Requirements
Certification, where required, must be met prior to beginning employment. Any licensing/certification requirements will be maintained for the duration of employment. Failure to do so may result in dismissal.
443.2.10 Renewal of Contracts
It is the College President's responsibility to make recommendations regarding the renewal of administrative, professional and faculty employees to the District Governing Board. This is normally done at the March Board meeting. The Vice Presidents and Deans will make a recommendation to the President for staff and faculty renewals or extensions by February 28.
An extension recommendation for contract renewals may be made by February 28 in order to delay the renewal decision until the April Board meeting, under the following conditions:
§ The request for the one month extension and rationale must be submitted in writing, through the chain-of-command and approved by the President.
§ The request must demonstrate that the one-month extension is in the best interest of the employee and/or college.
§ Following approval by the President, the impacted employee will be notified in writing of the approved extension and rationale.
Any employee(s) recommended for non-renewal shall be entitled to 90-days notice following the Board meeting in which action is to be taken. In the event that the employee would be in a non-pay status during this 90-day period (for example, after expiration of a contract and prior to the first day of service in a new contract term for that employee’s category of employment) no salary shall accrue or be paid during such non-pay status.
A non-renewed professional, faculty (in their initial review period) or administrative employee shall not be entitled to the grievance procedure following or prior to a decision of non-renewal.
443.2.11 Rehire Eligibility
A former employee who left in good standing may be eligible for rehire. An employee who was previously dismissed for cause may not be considered for rehire.
443.2.12 Promotion and Transfer
The College seeks to provide opportunities for all employees to be considered for promotion and/or advancement. Therefore, no supervisor shall obstruct the advancement of an employee to a better position for which the employee is qualified or to a lateral position which may lead to a promotional opportunity.
The term "promotion" describes the process whereby an employee successfully competes for another classification with a higher salary range. The term "transfer" describes the process whereby an employee successfully competes for another classification in the same salary range.
443.2.13 Definition of Applicant
An applicant is defined as someone who has completed a Coconino Community College employment application and has submitted it in a timely manner in response to an open job posting or associate faculty position. The College does not retain or consider as applicants those individuals who submit unsolicited resumes or employment applications.