University of Nebraska Medical Center - User contributions [en]

Fitness for Duty

2026-03-20T17:37:07Z

Dausten:

Corrective/Disciplinary Action

2026-03-20T17:36:18Z

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Employee Grievance Process

2026-03-20T17:29:46Z

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Employee Separation

2026-03-20T17:29:07Z

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Patient Privacy Investigations and Levels of Violation

2026-03-10T17:29:55Z

Dausten: removed Linda Cunninghams phone #

<table style="background:#F8FCFF; text-align:center" width="100%" cellspacing="0" cellpadding="0" border="0">
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<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Human Resources]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Safety/Security]] </td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Research Compliance]] </td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Compliance]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:white; line-height:0.95em; border:solid 2px #A3B1BF; border-bottom:0; font-weight:bold;" width="20">[[Privacy/Information Security]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Business Operations]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Intellectual Property]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Faculty]]</td>
</tr>
</table>
 
[[Identification Card]] | [[Secure Area Card Access]] | [[Privacy/Confidentiality]] | [[Computer Use/Electronic Information]] | [[Retention and Destruction/Disposal of Private and Confidential Information]] | [[Use and Disclosure of Protected Health Information]] | [[Notice of Privacy Practices]] | [[Access to Designated Record Set]] | [[Accounting of PHI Disclosures]] | [[Patient/Consumer Complaints]] | [[Vendors]] | [[Fax Transmissions]] | [[Psychotherapy Notes]] | [[Facility Security]] | [[Conditions of Treatment Form]] | [[Informed Consent for UNMC Media]] | [[Transporting Protected Health Information]] | [[Honest Broker]] | [[Social Security Number]] | [[Third Party Registry]] | [[Information Security Awareness and Training]] | [[Patient Privacy Investigations and Levels of Violation]] | [[Use and Disclosure of PHI for Training Health Care Professionals]] | [[Disclosures of PHI as Permitted or Required by Law]] | [[Disclosure of PHI for Law Enforcement Purposes]]
 
Policy No.: '''6302''' 
Effective Date: '''11/02/20''' 
Revised Date: '''04/22/24'''

Reviewed Date: '''04/22/24''' 
 
<big>'''Policy on Patient Privacy Investigations and Levels of Violation'''</big> 
==Purpose of Policy==
Nebraska Medicine/UNMC implements reasonable and appropriate access controls in alignment with National Institute of Standards and Technology (NIST) standards and guidance to maintain the minimum necessary access. [https://csrc.nist.gov/publications/detail/sp/800-53/rev-5/final NIST Special Publication 800-53] and the [https://www.cdc.gov/phlp/php/resources/health-insurance-portability-and-accountability-act-of-1996-hipaa.html HIPAA Security Rule] outline considerations for the access control family of security controls.
==Policy==
Nebraska Medicine/UNMC Workforce members shall report, and the [mailto:privacy@nebraskamed.com Privacy Office] shall investigate, suspected patient Privacy Incidents to ensure patient and employee/patient confidentiality is maintained and to help mitigate any adverse effects resulting from such incidents. Appropriate sanctions shall be consistently applied by Nebraska Medicine/UNMC for violations of patient privacy pursuant to the requirements of the [https://www.cdc.gov/phlp/php/resources/health-insurance-portability-and-accountability-act-of-1996-hipaa.html Health Insurance Portability and Accountability Act of 1996 (HIPAA)].
==Procedures==
#Suspected Privacy Incidents shall be reported to the Privacy Office immediately for further investigation.
##Workforce members must immediately notify the Privacy Office of any suspected unauthorized use or disclosure of Protected Health Information (PHI) of which they are or become aware:
###The Privacy Office can be reached at 402-559-5136 or at privacy@nebraskamed.com.
###Individuals who desire to remain anonymous may report the suspected Privacy Incident through the Compliance Hotline at 800-822-8310.
###The Medical Staff may report suspected Privacy Incidents to the System Chief Medical Officer (CMO).
##The Privacy Office will investigate all reports to determine if the suspected Privacy Incident violates Nebraska Medicine/UNMC privacy and/or information security policies, HIPAA, or any other related federal or state privacy law or regulation.
#For patient privacy investigations involving Workforce members, the Privacy Office will work with Nebraska Medicine/UNMC Human Resources (Employee Relations) as follows:
##Privacy Office identifies or is notified of a potential Privacy Incident.
##Privacy Office contacts Employee Relations regarding suspected Privacy Incident.
##Employees Relations initiates investigation.
###Employee Relations works with operational leadership on coordinating interviews with stakeholders, witnesses and other key Workforce members. Interviews will be conducted either in-person or via Zoom or other similar technology with secure audio and video capabilities. If secure audio and video capabilities are unavailable for any reason, an in-person interview will be conducted.
###Privacy Office will participate in the interview process.
##Employee Relations discusses outcome of investigation with Privacy Office for input on level of violation.
##Employee Relations determines outcome of the investigation, and advises manager on next steps
##Employee Relations will notify the Privacy Office in writing of the final outcome
###Corrective actions resulting from Privacy Incidents involving employed individuals must be documented in writing by Human Resources, regardless of the level of corrective action.
###Such documentation must be available for internal and external oversight and regulatory responses for a minimum of six (6) years, and the corrective action will be communicated to the Privacy Office.
#For Privacy Incident investigations involving dually employed or solely employed members of the medical staff or community/private practice members of the medical staff, the Privacy Office will work with the CMO, Nebraska Medicine Medical Staff leadership, Legal Services, Chief of Staff and/or Clinical Chair, as appropriate, on the proper course of action for the investigation and its outcome as follows:
##Privacy Office identifies or is notified of a potential Privacy Incident
##Privacy Office contacts CMO regarding potential Privacy Incident to initiate investigation.
###Privacy Office works with CMO on coordinating interviews with stakeholders, witnesses, and other key Workforce members if/as needed.
###Privacy Office and/or Legal Services will participate in the interview process if/as needed.
##CMO discusses outcome of investigation with Privacy Office for input on level of violation.
##CMO determines outcome and contacts Privacy Office and Nebraska Medicine and UNMC leadership, as applicable, to advise on next steps.
##CMO will notify the Privacy Office in writing of the investigation’s final outcome.
###Such documentation must be available for internal and external oversight and regulatory responses for a minimum of six (6) years, and the corrective action will be communicated to the Privacy Office.
#Privacy Office will be responsible for any required patient notification as a result of a Breach of Unsecured PHI.
==Definitions==
===Affiliated Covered Entity (ACE)===
Legally separate covered entities that designate themselves as a single covered entity for the purpose of HIPAA Compliance. Current ACE members are: The Nebraska Medical Center, UNMC Physicians, UNMC, University Dental Associates, Bellevue Medical Center and Nebraska Pediatric Practice, Inc. d/b/a Children’s Specialty Physicians. ACE membership may change from time to time. The Notice of Privacy Practices lists current ACE members.
===Breach of Unsecured PHI ===
The unauthorized acquisition, access, use or disclosure of PHI which compromises the security or privacy of such information. Unsecured PHI is PHI that is not rendered unusable, unreadable or indecipherable to unauthorized persons, such as e-PHI that has not been encrypted and any physical copy of PHI (e.g., in paper, film or hardcopy) that has not been shredded or destroyed such that it cannot be read or otherwise reconstructed.
===Business Associate===
A third party who performs services on behalf of Nebraska Medicine/UNMC that involve the creation, receipt, maintenance or transmission of PHI in any form, even if PHI is not accessed. Some examples of such services include storage, including cloud storage, claims processing, data analysis, data processing, practice management, utilization review, quality assurance, patient safety activities, billing, benefit management and repricing.
===e-PHI ===
Protected Health Information that is transmitted by electronic media and/or maintained in electronic media.
===Health Information===
Individually identifiable, and therefore considered PHI, unless 18 identifiers of the individual or of relatives, employers or household members of the individual have been removed and Nebraska Medicine/UNMC does not have actual knowledge that the information could be used alone or in combination with other information to identify an individual who is a subject of the information. See UNMC Policy No. 6057, [[Use and Disclosure of Protected Health Information]] for the list of 18 identifiers.
===Privacy Incident===
An unauthorized use or disclosure of Protected Health Information. See UNMC Policy No. 6057, [[Use and Disclosure of Protected Health Information]] or Nebraska Medicine Use and Disclosure of Protected Health Information policy, IM.12 for permitted uses and disclosures of PHI.
===Privacy Office===
The Nebraska Medicine/UNMC Privacy Office. The Privacy Office can be reached at (402) 559-5136 or at [mailto:privacy@nebraskamed.com Privacy Office].
===Protected Health Information (PHI)===
Individually identifiable health information including demographic information, collected from an Individual, whether oral or recorded in any medium, that:
*is created or received by UNMC/ACE; and
*relates to the past, present or future physical or mental health or condition of an Individual; the provision of health care to an Individual; or the past, present or future payment for the provision of health care to an Individual and identifies the Individual or with respect to which there is a reasonable basis to believe the information can be used to identify the Individual.
PHI includes genetic information, which includes information about the following items (and excludes information about an Individual’s sex or age):
*an Individual’s genetic tests;
*the genetic tests of an Individual’s family members; or
*the manifestation of a disease or disorder in such Individual’s family members (i.e., family medical history).
PHI excludes:
*individually identifiable health information of a person who has been deceased for more than fifty (50) years.
*education records covered by the Family Educational Rights and Privacy Act (FERPA); and
*employment records held by UNMC in its role as employer.
===Workforce===
Employees, medical staff, volunteers, trainees and other persons whose conduct, in the performance of work for Nebraska Medicine/UNMC, is under the direct control of Nebraska Medicine/UNMC, whether or not they are paid by Nebraska Medicine/UNMC.
==Appendix A==
===Levels of Violations ===
The violation levels and corrective actions described in this Appendix A are guidelines. The actual level of violation will be determined by the Privacy Office and corrective action will be determined by Human Resources and/or the CMO, as applicable. 

Factors that may be considered in determining appropriate corrective action include, but are not limited to:

#Whether the Workforce member’s conduct appears to be intentional or unintentional or inadvertent;
#The magnitude of the violation, including the number of patients and the volume of PHI accessed or disclosed, keeping in mind that intentional unauthorized access, use or disclosure of even one patient’s PHI is an unacceptable breach to the affected patient;
#Whether the conduct included an element of malice, or desire for personal or financial gain;
#The risk of reputational, financial or other harm to the victim(s) or Nebraska Medicine/UNMC;
#Whether the Workforce member has committed prior privacy violations;
#The Workforce member’s conduct and cooperation during the investigation; and
#Overall performance and status of the employee in the organization.
#Overall performance and status of the employee in the organization.

In addition to any corrective action taken by Human Resources, Workforce members may be subject to referral to applicable licensing boards. In addition, the Privacy Office may be required to report any breach of PHI to the Office for Civil Rights, which enforces HIPAA. 

{| class="wikitable"
|-
!Level 1 Violation: Careless and Unintentional.
|-
| '''Level 1 violation''' can generally be described as careless or unintentional. These actions may be due to momentary lack of attention/focus or inattention to detail. The individual unknowingly violated patient privacy and only became aware of the violation after the act. 

Level 1 violations may result in, but are not limited to, a first or second written corrective action.
|}

{| class="wikitable"
|-
! Level 2 Violation: Reckless, Intentional or Willful Disregard
|-
| '''Level 2 violation''' can generally be described as reckless, intentional, or willful disregard of policies/procedures/protocols. Choosing to disregard procedures is considered reckless, intentional and willful disregard. Violations are considered level 2 when the individual knows or should know the right thing to do and chooses to do otherwise. 

Level 2 sanctions may also apply to successive level 1 violations, where the individual has been made aware of the mistake and so should be less likely to make the same mistake again. Level 2 sanctions may also be appropriate for level 1 violations that are of significant volume, distribution, or scope or involve highly sensitive information. 

Level 2 violations may result in, but are not limited to, a final written corrective action.
|}

{| class="wikitable"
|-
! Level 3 Violation: Malice, Gross Misconduct, Personal Gain or Violation of Patient Privacy
|-
| '''Level 3 violation''' can generally be described as knowingly violating policies/procedures/protocols (a level 2 violation) with an element of malice, gross misconduct, and/or personal gain or as intentional violation of the privacy of a patient who is generally not a member of the individual’s household. 

Level 3 sanctions may also be appropriate for level 1 or level 2 violations that are of significant volume, distribution, or scope or involve highly sensitive information. 

Level 3 violations may result in termination.
|}
==Additional Information==
*Contact the [mailto:privacy@nebraskamed.com Privacy Officer] or the [mailto:privacy@nebraskamed.com Privacy Office] at 402-559-5136.
*Contact [https://support.security.unmc.edu Office of Information Security] or 402-559-2545.
*Contact [https://www.unmc.edu/human-resources/about/index.html Human Resources, Employee Relations]402-559-8534 or 402-559-4371
*Contact Legal Services at [mailto:Contracts@nebraskamed.com contracts@nebraskamed.com]
*UNMC Policy No. 1098, [https://wiki.unmc.edu/index.php/Corrective/Disciplinary_Action Corrective and Disciplinary Action]
*UNMC Policy No. 6045, [https://wiki.unmc.edu/index.php/Privacy/Confidentiality Privacy, Confidentiality and Security of Patient and Proprietary Information]
*UNMC Policy No. 6051, [https://wiki.unmc.edu/index.php/Computer_Use/Electronic_Information Computer Use/Electronic Information]
*UNMC Policy No. 6057, [https://wiki.unmc.edu/index.php/Use_and_Disclosure_of_Protected_Health_Information Use and Disclosure of Protected Health Information]
*Nebraska Medicine Use and Disclosure of Protected Health Information policy, IM.12
*[https://www.cdc.gov/phlp/php/resources/health-insurance-portability-and-accountability-act-of-1996-hipaa.html Health Insurance Portability and Accountability Act of 1996 (HIPAA)]
*[https://csrc.nist.gov/publications/detail/sp/800-53/rev-5/final NIST Special Publication 800-53]
*[https://www.cdc.gov/phlp/php/resources/health-insurance-portability-and-accountability-act-of-1996-hipaa.html HIPAA Security Rule]

This page maintained by [mailto:mhurlocker@unmc.edu mh].

Influenza

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Employee Grievance Process

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Dress Code

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AIDS, HIV, and Other Bloodborne Pathogens

2026-03-10T17:27:51Z

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Drug Free Campus

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Employee Recognition and Reward

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Policies and Guidelines

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You’ll find it here.

Whether you’re wondering about UNMC’s policies regarding intellectual property or the security of medical research, you will find it within the listings here. From handbooks and Human Resources to policies and procedures, you’ll find all the guidelines, regulations and obligations that come with being part of the UNMC community.

With questions or requests for additional information, contact: 
[[Policies and Procedures]] - Margaret Hurlocker at 402-559-3207 or [mailto:mhurlocker@unmc.edu email] 
[[HR Employee Guidelines:Home|HR Employee Guidelines]] - Linda Cunningham at [mailto:lcunning@unmc.edu lcunning@unmc.edu] 
[[Student Policies]] - Andrew Faltin at 402-559-4437 or [mailto:andrew.faltin@unmc.edu email] 

Consult the [http://meta.wikimedia.org/wiki/Help:Contents User's Guide] for information on using the wiki software.

Employee Leave

2026-03-10T17:24:45Z

Dausten: removed Linda Cunninghams phone #

<table style="background:#F8FCFF; text-align:center" width="100%" cellspacing="0" cellpadding="0" border="0">
<tr>
<td style="padding:0.5em; background-color:white; line-height:0.95em; border:solid 2px #A3B1BF; border-bottom:0; font-weight:bold;" width="20">
[[Human Resources]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Safety/Security]] </td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Research Compliance]] </td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Compliance]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Privacy/Information Security]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Business Operations]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Intellectual Property]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Faculty]]</td>
</tr>
</table>
 
[[Employee Leave]] | [[Drug Free Campus]] | [[Employment]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress Code]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Employee Recognition and Reward]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination and Harassment]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Influenza]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]] | [[Sexual Misconduct]] | [[Personnel Files]] | [https://nebraska.edu/-/media/unca/docs/offices-and-policies/policies/policies/hr-03-alternative-worksite-policy.pdf NU Alternate Work Site Policy] 
Policy No: '''1001''' 
Effective Date: '''09/09/05''' 
Revised Date: '''07/01/25''' 
Reviewed Date: '''07/01/25''' 
 
'''<big>Employee Leave Policy</big>''' 
==Purpose==
'''1.1''' It is the intent of UNMC to grant paid or unpaid leave to regular employees under appropriate circumstances. For regular part-time employees, the rate is adjusted according to the employee's FTE.
==Scope==
'''2.1''' The UNMC Leave Policy is applicable to all UNMC employees to include Office/Service, Managerial/Professional, Faculty, and Other Academic positions.
==Basis of the Policy==
'''3.1''' UNMC provides a variety of paid and unpaid employee leave options in accordance with applicable federal, state, and university regulations. Leave policies are guided the federal Family and Medical Leave Act (FMLA) of 1993, the Americans with Disabilities Act (ADA), the Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994, Nebraska Revised Statutes §55-160 ''et seq''. Policies also reflect provisions of the Nebraska Family Military Act of 2007, as well as guidelines established by the University of Nebraska Central Administration and the Bylaws and Policies of the Board of Regents of the University of Nebraska.
==Authorities and Administration==
'''4.1''' The UNMC Human Resources’ Executive Director of Human Resources is responsible for the administration, implementation, and maintenance of the Employee Leave policy at the campus level in consultation with the Vice Chancellor for Business and Finance.
==Policy==
=== Recording of Leave Time ===
All leave must be recorded according to established payroll procedures. A record-keeping system for leave usage must be maintained by departments. Records of leave must remain in the department files for three (3) years.
=== Administrative Leave ===
It is the policy of UNMC that regular full-time and part-time employees may be granted administrative leave, with or without pay, for good and sufficient reason. Temporary employees are not eligible to receive administrative leave with pay.
=== Bereavement/Funeral Leave ===
When necessary, up to five consecutive workdays of bereavement/funeral leave may be granted in the event of a death within the employee’s immediate family. Employees are expected to notify their supervisor of the need for bereavement/funeral leave as soon as reasonably possible. For persons not defined as immediate family, up to one day of bereavement/funeral leave may be granted at the discretion of the employee’s supervisor.
=== Civil Leave ===
UNMC provides paid civil leave to regular employees for specific civic duties that occur during scheduled working hours. Eligible used of civil leave include:

* Jury duty
* Witness duty when subpoenaed or appearing on behalf of the State or University
* Court appearances involving State or University affairs
* Emergency civilian duty related to national defense or natural disaster
* Election board duty
* Voting in public elections, up to two hours, when voting outside of work hours is not possible

Employees will retain any compensation received for fulfilling these civic responsibilities.

Paid civil leave is not available for personal legal matters in which the employee is a party plaintiff or defendant. In such cases, time away from work may be addressed through other available leave options or leave without pay.

In accordance with Neb. Rev. Stat. §81-1391, certified disaster service volunteers of the American Red Cross may be granted up to 15 working days per calendar year of paid leave to participate in specialized disaster relief services within Nebraska, upon formal request by the American Red Cross.

=== Crisis Leave ===
UNMC maintains a Crisis Leave Bank to support employees experiencing emergency situations that require extended time away from work. Regular employees who have completed original probation may be eligible to receive paid crisis leave when all applicable accrued leave—including sick, vacation, and floating/banked holiday time—has been exhausted.

Eligibility for Use

Employees may request paid crisis leave, up to the amount of their annual vacation entitlement (maximum of 24 days in a rolling 12-month period), for the following situations:

* Serious illness of the employee or the employee’s spouse
* Serious illness of the employee’s child or parent
* In conjunction with an approved Workers’ Compensation claim

Employees may receive crisis leave no more than once in a rolling 12-month period. If the full amount of approved leave is not used, a subsequent request may be made for the remaining balance within the same period.

Leave Advancement

Employees who are ineligible for crisis leave, including probationary employees or those who have exhausted crisis leave, may be eligible for a limited advancement of leave time. Up to 40 hours of sick leave and 40 hours of vacation leave (prorated to FTE) may be advanced, as appropriate.

Leave Donations

Employees may donate up to three (3) days of accumulated vacation leave per calendar year to the Crisis Leave Bank. Under exceptional circumstances, the Interim Executive Director of Human Resources may authorize donations of up to five (5) days per calendar year.

Non-Grievable

Denials of crisis leave requests or limitations on the amount of crisis leave granted are not subject to the grievance process. 

'''[https://www.unmc.edu/human-resources/_documents/forms/emp_rel/Crisis-Leave-Donation.pdf Crisis Leave Donation Form]''' '''[https://www.unmc.edu/human-resources/_documents/forms/emp-rel/Crisis-Leave-Request.pdf Crisis Leave Request Form]'''

[https://www.unmc.edu/human-resources/_documents/forms/emp-rel/advance-leave.pdf '''Advance Leave Form''']

=== Family Medical & Family Military Leave - FMLA ===

The Family and Medical Leave Act of 1993 (FMLA) entitles each eligible employee to a maximum of 12 weeks of unpaid leave for certain family and medical reasons in a 12-month period. UNMC complies with this act and expands its coverage to include all regular employees with an FTE of 0.50 or greater. Other employees, including temporary employees and graduate students, are covered with at least 1,250 hours of service for the year preceding the leave.

The Board of Regents affirms employees’ right to family and medical leave. Leave timing and arrangements will be coordinated between the employee and their supervisor, dean, director, or Human Resources.

'''Eligibility:''' UNMC will grant up to twelve weeks of unpaid family/medical leave for any of the following reasons:

# The employee’s own serious health condition that makes the employee unable to perform the essential functions of the job.
# A serious health condition of the employee’s spouse, child, or parent.
# Maternal/paternal concerns related to the birth and first year care of a child or adoption of a child, or the placement of a child with the employee for foster care. Maternal/paternal leave must be taken consecutively.
# A death in the immediate family.
# Qualifying Exigency Leave: Family Leave Due to a Call to Active Duty: This benefit provides 12 weeks of FMLA leave due to a spouse, son, daughter or parent being on active duty or having been notified of an impending call or order to active duty in the Armed Forces. Leave may be used for any “qualifying exigency” arising out of the service member’s current tour of active duty or because the service member is notified of an impending call to duty in support of a contingency operation. Qualifying exigency includes any one or more of the following non-medical, non-routine activities and no others: by referring to a number of broad categories for which employees could use FMLA leave: 1. Short-notice deployment activities; 2. Military events and related activities; 3. Childcare and school activities; 4. Financial and legal arrangements; 5. Counseling activities; 6. Rest and Recuperation activities; 7. Post deployment activities; and/or 8. Additional activities not encompassed in the other activities but agreed to by the employer and employee.
# Caregiver Leave for an Injured Servicemember: This benefit provides '''26 weeks''' of FMLA leave during a single 12-month period for a spouse, son, daughter, parent, or nearest blood relative caring for a recovering service member. A recovering service member is defined as:
## A member of the Armed Forces who suffered an injury or illness while on active duty that may render the person unable to perform the duties of the member’s office, grade, rank or rating; or
## A veteran who is undergoing medical treatment, recuperation, or therapy for serious injury or illness and who was a member of the Armed Forces at any time during the five years preceding the date on which the veteran undergoes such treatment, recuperation, or therapy.

''' [https://www.unmc.edu/human-resources/_documents/forms/emp-rel/employee-request-for-fmla.pdf FMLA - Request for Family Medical Leave Form]''' ''' [https://view.officeapps.live.com/op/view.aspx?src=https%3A%2F%2Fwww.unmc.edu%2Fhuman-resources%2F_documents%2Fforms%2Femp-rel%2Floa-request-for-nebraska-military-family-leave.docx&wdOrigin=BROWSELINK FMLA - Request for Military Qualifying Exigency Leave and Medical Caregiver Leave Form]''' '''[https://www.unmc.edu/human-resources/_documents/certification-of-health-care-provider-for-employees-serious-health-condition.pdf FMLA - Certification of Health Care Provider for Employees Serious Health Condition]''' '''[https://www.unmc.edu/human-resources/_documents/certification-of-health-care-provider-for-family-members-serious-health-condition.pdf FMLA - Certification for Health Care Provider for Family Members Serious Health Condition]''' ''' [https://www.unmc.edu/human-resources/_documents/certification_for_serious_injury_illness_current_servicemember_for_military_caregiver_fmla.pdf FMLA - Certification for Serious Injury or Illness of a Current Servicemember for Military Family Leave]''' ''' [https://www.unmc.edu/human-resources/_documents/certification_for_serious_injury_illness_of_a_veteran_for_military_caregiver_fmla.pdf FMLA - Certification for Serious Injury or Illness of a Veteran for Military Caregiver Leave]''' ''' [https://www.unmc.edu/human-resources/_documents/certification_for_military_family_leave_for_qualifying_exigency_fmla.pdf FMLA - Certification of Qualifying Exigency for Military Family Leave]'''

[https://www.unmc.edu/human-resources/_documents/procedures/supplemental-parental-leave-form.pdf '''Request for Supplemental Parental Leave''']

=== Nebraska Family Military Leave ===
The Nebraska Unicameral enacted the Nebraska Family Military Leave Act effective April 4, 2007. As such, UNMC provides unpaid leave to qualifying University employees who are spouses or parents of military service members under federal or state deployment orders.

'''Qualifying employees''' shall include any employee who:

1. Has been employed by the University of Nebraska for at least twelve months.

2. Has provided at least one thousand two hundred fifty (1,250) hours of service during the twelve-month period immediately preceding the commencement of the leave.

3. Is the spouse or parent of a person called to military service lasting over one hundred seventy-nine days or longer with the state or United States pursuant to the orders of the Governor or the President of the United States.

'''Requests for Family Military Leave (Nebraska Family Military ACT):''' may be made to the employee’s immediate supervisor any time the deployment orders are in effect. Employees requesting five (5) or more consecutive days of Family Military Leave shall provide at least fourteen calendar day’s prior notice, and where able, will consult with the supervisor to schedule leave to avoid work disruptions. For leave of less than five (5) consecutive days, employees shall give advance notice as practical. Certification/proof of the call to service, from the proper military authority, may be required.

'''Maximum leave allowable''' under the Nebraska Family Military Leave Act shall be thirty (30) working days of unpaid leave. The employee may elect to apply accrued vacation leave, compensatory time off, or floating or banked holiday during the leave period.

Employees involved in any of the University of Nebraska insured benefit programs may continue to participate in said programs and will receive continued employer contributions for the period of the leave. They are, however, responsible for their employee contributions required to maintain those benefits when on an unpaid status.

Upon expiration of the leave, the employee is entitled to be restored to the position held prior to commencement of leave or to an equivalent position. 

''' [https://www.unmc.edu/human-resources/_documents/forms/emp-rel/LOA-Request-for-Nebraska-Military-Family-Leave.docx Request for Nebraska Military Family Leave Form]'''
=== Holiday Leave ===
UNMC provides thirteen (13) paid holidays a year to all regular employees. UNMC recognizes seven (7) traditional holidays where non-essential business operations are closed. UNMC also recognizes six (6) floating/observed holidays, during which UNMC operations are open; employees may use these days on or after the date on which they are observed, with supervisory approval. The maximum accrual of floating holidays is 40 hours. 
{| style="color: black; width="0%" class="wikitable"
| colspan="2" | '''Traditional Holidays'''
|-
| style="width: 33%; ;"| New Year's Day
| style="width: 67%; ;"| January 1
|-
| Memorial Day
|Last Monday in May
|-
| Independence Day
| July 4
|-
| Labor Day
| First Monday in September
|-
| Thanksgiving Day
| Fourth Thursday in November
|-
| Day After Thanksgiving
| Friday following the Fourth Thursday in November
|-
| Christmas
| December 25
|}
Holidays falling on the first day of the weekend will be observed on the day before; holidays falling on the last day of the weekend will be observed the following day. 
{| style="color: black; width="0%" class="wikitable"
| colspan="2" | '''Banked Holiday'''
|-
| style="width: 50%; ;"| Martin Luther King, Jr. Day
| style="width: 50%; ;"| Third Monday in January
|}
{| style="color: black; width="0%" class="wikitable"
| colspan="2" | '''Floating Holidays'''
|-
| style="width: 50%; ;"| President's Day
| style="width: 50%; ;"| Third Monday in February
|-
| Arbor Day
| Last Friday in April
|-
| Juneteenth
| June 19
|-
| Columbus Day
| Second Monday in October
|-
| Veteran's Day
| November 11
|}
=== Inclement Weather===
Chancellors of the University of Nebraska have the discretion to close campuses due to local weather conditions. When a University of Nebraska campus is closed due to inclement weather, employees will receive paid leave if they were scheduled to work during the closure.

UNMC, as a health sciences center, has numerous functions that must remain operational regardless of weather conditions. These include work that directly and indirectly supports patient care at the hospital and clinics, as well as many research and educational responsibilities. This is why UNMC is the only campus in the University of Nebraska System that does not close down during semester break in late December.

Because so many employees must report regardless of the weather, UNMC is considered open and operational even when other University campuses and local businesses may be closed. Supervisors are asked to be as reasonable as conditions allow when staffing their departments during severe weather.

It is recognized that some employees may be unable to report or may request to leave early due to safety concerns. Employees who do not report or who leave early with supervisor approval must use vacation, floating holiday, or leave without pay to account for any time not worked. Salaried employees who are exempt from the Fair Labor Standards Act (FLSA) cannot take unpaid leave in increments of less than one full workday.

Employees of UNMC who are located on:
* Other University of Nebraska campuses (i.e., Kearney), will comply with the directions of the Chancellors of those campuses regarding closings due to weather. If the individual campus is closed during inclement weather, the time reporting should be coded in a manner prescribed by payroll.
* On locations other than University campuses (i.e., Lincoln), will comply with the directions of the Dean of those Colleges (CON) regarding closing due to weather. If the individual location is closed during inclement weather, the time reporting should be coded in a manner prescribed by payroll.
=== Injury Leave ===
If the work-related injury or illness causes an employee to remain off work, up to 40 hours will be paid as injury leave during the seven (7) calendar day waiting period, pro-rated based on the FTE. Injury leave will not be charged to sick leave or vacation; the time reporting should be coded in a manner prescribed by Payroll.

The Nebraska Workers’ Compensation Act is found in Neb. Rev. Stat. §§48-101 to 48-1,118. Portions of the act which are specific to state workers’ compensation claims are found in Neb. Rev. Stat. §§ 48-192 to 48-1,109.

=== Leave of Absence without Pay ===
Due to extenuating circumstances, regular employees may be granted a leave of absence without pay for maximum of one year. A leave of absence will be granted only when it is in the best interest of UNMC. Upon return from leave the employee will be entitled to the same or comparable position with the department granting the leave. ''' '''
===Military Leave - USERRA ===
UNMC shall comply with the Uniformed Service Employment and Reemployment Rights Act of 1994 (USERRA) and Neb. Rev. Stat. §55-l60 ''et seq.'' concerning the treatment of University employees with military obligations.

In general, USERRA requires employers to grant leave to employees serving in the United States armed forces and the various reserve units; protects applicants and employees against discrimination on the basis of military service in the areas of hiring, job retention and advancement; provides certain rights to reemployment upon return from leave; and extends health care and retirement plan coverage during military leave. 

'''Nebraska Statute: ''' In accordance with State law, the University provides fifteen workdays of paid military leave per calendar year, without regard to the specific nature of the military leave (e.g., active military duty annual training, emergency assignment, assignments of an unspecified length). Military service beyond fifteen workdays will be charged against accrued vacation or taken without pay, as designated by the employee within a reasonable time of receiving notice of the employee’s leave.

'''Employee Responsibilities: ''' Employees serving in the military are required to provide advance notice to the University concerning their military obligation when possible and must inform the University when they plan to return to work once they have been discharged from their military duties.

'''Annual Training Defined:''' Generally defined, annual training refers to that temporary duty in which military reserve personnel engage, commonly serving one weekend per month and two consecutive weeks during the year.

'''Emergency Duty:''' Leave will be granted to any employee, who is a member of the National Guard or any other reserve component, ordered to active duty under emergency conditions. Should the military pay of such person be less than his/her full University pay, the University shall pay the differential while the person is in the active emergency service of the State. 

'''[https://www.unmc.edu/human-resources/_documents/forms/emp-rel/userra-request-for-military-leave.pdf Request for Military Leave USERRA Form]''' 
=== Parental Leave ===
Regular employees holding Faculty, Administrative, Managerial/Professional, Office/Service or Post-doctoral appointments are eligible to receive up to a total of eight (8) workweeks of paid leave for any of the reasons detailed below. Temporary employees are not eligible to receive such leave.

Eligible employees are expected to utilize all sick leave or faculty disability leave available to them throughout the leave. If, however, an eligible employee does not have enough available sick leave or disability leave to cover the full length of the leave, the University will continue the employee’s pay through to the end of the leave so that the employee will remain in paid status throughout the duration of the leave, not to exceed a combined total of eight (8) workweeks.

To ensure continuity in course instruction, faculty members utilizing such leave may be excused from teaching or other instructional responsibilities during the semester or other period in which the leave, or the majority of it, occurs. If excused, the faculty member will be required to perform non-teaching or noninstructional duties for the remaining portion of the semester that is outside of the parental leave period. The faculty members pay will not be reduced during the leave even if a substitute is utilized to assume the faculty member’s teaching or instructional responsibilities.

Paid parental leave is available for eligible employees for the following reasons and not to exceed a total of eight (8) workweeks:

==== 1. Care of a Newborn ====
Birth parents or the benefit-eligible adult designee who need to care for or bond with a newborn following the child’s birth may utilize up to eight (8) workweeks of parental leave. If employees need additional leave beyond the eight (8) workweeks permitted under this policy, they may request to use other leave available to them under University policies. The University requires employees to submit documentation verifying the birth of the child (e.g., a birth certificate, hospital admission form associated with the delivery). Such leave normally must be taken in a consecutive period. Advance approval by the employee’s supervisor is required before such leave may be taken on an intermittent basis. If intermittent leave is approved, the employee must complete the leave within six (6) months following the child’s birth. Foster parents are not eligible for leave.

==== 2. Period of Incapacity, Prenatal Care, or Serious Health Condition Related to Childbearing ====
Employees who are incapacitated or need to be off work due to pregnancy, childbirth, miscarriage, termination of a pregnancy, prenatal care, post-partum recovery, or a serious health condition attributable to or caused by any of those conditions may utilize up to eight (8) workweeks of parental leave. If employees need additional leave beyond the eight (8) workweeks permitted under this policy, they may request additional leave based on their individual circumstances and the advice of their healthcare provider. The University requires employees to submit a statement from their healthcare provider verifying the underlying condition and the period of any incapacity.

==== 3. Care for a Birth Parent ====
Employees who need to care for a spouse or a benefits eligible adult designee who is incapacitated, who needs assistance during their prenatal care, or who needs assistance due to a serious health condition attributable to or caused by that individual’s pregnancy, childbirth, or subsequent recovery may utilize up to eight (8) workweeks of parental leave. Employees who need to care for a spouse or a benefits eligible adult designee following a miscarriage or the termination of a pregnancy may utilize up to five (5) workdays of parental leave. If employees need additional leave beyond the eight (8) work weeks or five (5) work days permitted under this policy, they may request to use other leave available to them under University policy. The University may require employees to submit documentation verifying their adult designee relationship, as well as a statement from the healthcare provider verifying the underlying condition and the length of time needed. Such leave related to childbirth and recovery normally must be taken in a consecutive period. Advance approval by the employee’s supervisor is required before such leave may be taken on an intermittent basis. If intermittent leave is approved, the employee must complete the leave within six (6) months following the event.

==== 4. Adoption ====
Employees may utilize up to eight (8) workweeks of parental leave to care for and bond with an adopted child following placement. Placement is deemed to commence when the child is placed in the physical custody of the employee or, if travel is required, when the employee commences the trip needed to obtain physical custody of the child, whichever occurs earlier. This leave is not available if the child is (a) a child over the age of eight without any special needs, (b) a special needs child over the age of eighteen, (c) a stepchild being adopted by a stepparent, (d) a foster child being adopted by the foster parent, or (e) a child being adopted by a person with whom a voluntary placement was previously made for purposes other than adoption.

The University requires employees to submit documentation verifying the placement and date of placement of the adopted child with the employee. If employees need additional leave beyond the eight (8) workweeks permitted under this policy, they may request to use other leave available to them under the University’s policies.

Because the reasons permitted for taking parental leave also constitute qualifying events for the purposes of the Family and Medical Leave Act (FMLA), the amount of time taken away from work pursuant to a parental leave will run concurrently with and count against the twelve (12) weeks of leave granted to employees under the FMLA. The rights and responsibilities of employees under the FMLA are addressed separately in Regents’ Policy 3.3.11 relating to Family/Medical Leaves of Absence.

[https://www.unmc.edu/human-resources/_documents/procedures/supplemental-parental-leave-form.pdf Request for Supplemental Parental Leave]

=== Sick Leave ===
Sick leave means the period of time during which the employee is incapacitated or unable, due to illness or injury, to perform the regularly assigned duties of their position. Paid sick leave means a period of time that the employee is paid their regular salary during a period of illness or injury. The period of time shall begin and end when medically indicated to the satisfaction of the appropriate administrative officer.

Eligible employees may choose to take any available sick leave balance for all or part of the unpaid Family/Medical Leave, if applicable, under certain circumstances. Any sick leave of 40 or more consecutive hours taken under this policy may be considered to be a qualifying event under the federal Family Medical Leave Act and the Family Medical Leave Policy approved by the Board of Regents.

'''Sick Leave Accruals'''

# Sick leave shall begin to accrue with the date of hire. Sick leave shall be charged against the sick leave accrued on a work-hour basis. Under appropriate circumstances, an employee shall be eligible to use sick leave as soon as it has accrued.
# The rate at which an employee accrues sick leave shall be computed from the service date and adjusted by breaks in service if such break in service is less than three years.
# Disability absences caused or contributed to by pregnancy, childbirth, and recovery there from are considered sick leave, and shall be governed by the provisions of the Parental Leave Policies.
# The schedule of sick leave accrual is displayed on the leave procedure page.
# Employees on Leave without Pay or Layoff shall not accrue sick leave during that time.

'''Sick Leave Use'''

# Sick leave must be requested as far in advance as possible.
# One hour of sick leave shall be consumed for each working hour of absence due to illness or injury.
# Vacation days or University holidays that may fall within the period of paid sick leave shall not be counted as days to be subtracted from sick leave.
# The allowance of sick leave for any purpose under this policy shall be subject to the right of the University to require satisfactory evidence of illness or injury including the certification of an attending physician in the case of the employee or a member of their immediate family. Sick leave allowance shall be at the discretion of the University.
# Employees may be advanced sick leave, per supervisor approval, in an amount not to exceed a total of 40 hours, pro-rated to FTE. Employees shall reimburse the University for all used unearned sick leave upon separation. Employees may not request another advancement of sick leave until they reach a positive accrual.

Sick leave may be used for appointments with the Employee Assistance Program (“EAP”).
=== Vacation Leave ===

# All regular employees of UNMC shall be granted vacation leave according to the schedule of vacation leave accrual displayed on the leave procedure page.
# Vacation leave accrual begins the first day of employment and ends the last day of employment.
# Employees accrue only when they are in a paid status.
# Vacation leave requests must be approved in advance by management, consistent with the business needs of UNMC.
# Vacation leave shall accrue on a pay period basis and an account of such leave earned and used shall be maintained and balanced annually.
# Effective April 1, 2007, the maximum vacation leave which may be earned and accrued by members of the Managerial-Professional staff and members of the Office and Service staff shall be two hundred eighty (280) hours
# The rate at which an employee accrues vacation leave shall be computed from the service date and adjusted by breaks in service if such break in service is less than three years.
# All regular employees who transfer to another department at UNMC shall accrue vacation based on the original hiring date at UNMC and shall have their vacation leave balance transfer to the incoming department.
# All regular employees who transfer from employment within any campus of the University of Nebraska shall accrue vacation leave based on the original hiring date with the campus from which they are transferring.
# All regular employees who transfer from employment with the State government or the State colleges shall accrue vacation leave at a rate based on the hiring date with the organization from which they are transferring.
# Unused vacation shall be paid out when an employee separates. Upon the death of an employee, his/her beneficiary shall be paid for any unused vacation leave of the employee.
# The schedule of vacation leave accrual is displayed on the leave procedure page.
# Employees may be advanced vacation leave, per supervisor approval, in an amount not to exceed a total of 40 hours, pro-rated to FTE. Employees shall reimburse the University for all used and un-earned vacation time/leave upon separation. Employees may not request another advancement of vacation leave until they reach a positive accrual.
==Notice of Non-Discrimination==
Please see UNMC's [http://www.unmc.edu/titleix/notice-nondiscrimination.html Notice of Non-Discrimination] regarding the University of Nebraska Medical Center's commitment to creating a diverse and inclusive working and learning environment free from discrimination and harassment.
==Additional Information==
*Human Resources - Employee Relations at 402-559-8534
*[https://www.unmc.edu/human-resources/_documents/procedures/Procedure1001.pdf Employee Leave Procedures]
*[https://www.unmc.edu/human-resources/_documents/procedures/Paid-Hol-Leave-Memo.pdf Paid Leave Memo]
*[https://wiki.unmc.edu/images/7/76/ADA-Sec504GrievanceProcedures.pdf ADA - Americans with Disabilities Act and Section 504 Grievance Procedures]
*[https://www.unmc.edu/human-resources/_documents/req-reasonable-accommodation-ada.pdf ADA - Americans with Disabilities Act - Requests for Reasonable Accommodation]
*[https://www.unmc.edu/human-resources/_documents/procedures/Lactation-Support-Program.pdf Lactation Support Program]
*[https://www.unmc.edu/human-resources/_documents/procedures/supplemental-parental-leave-form.pdf Request for Supplemental Parental Leave]
''All Forms mentioned in this policy are available online at'' [https://wiki.unmc.edu/index.php/Human_Resources_-_Forms http://www.unmc.edu/hr]. For additional information please review the Employee Leave Procedures or you may contact Human Resources – Employee Relations at 402/559-5827 or erdocuments@unmc.edu. 
This page maintained by [mailto:mhurlocker@unmc.edu mh].

COVID Vaccination

2026-03-09T18:16:47Z

Dausten: Updated Content - Deleted the phone # for Linda Cunningham

<table style="background:#F8FCFF; text-align:center" width="100%" cellspacing="0" cellpadding="0" border="0">
<tr>
<td style="padding:0.5em; background-color:white; line-height:0.95em; border:solid 2px #A3B1BF; border-bottom:0; font-weight:bold;" width="20">
[[Human Resources]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Safety/Security]] </td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Research Compliance]] </td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Compliance]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Privacy/Information Security]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Business Operations]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Intellectual Property]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
width="20">[[Faculty]]</td>
</tr>
</table>
 
[[Employee Leave]] | [[Drug Free Campus]] | [[Employment]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress Code]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Employee Recognition and Reward]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination and Harassment]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Influenza]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]] | [[Sexual Misconduct]] | [[Personnel Files]] | [https://nebraska.edu/-/media/unca/docs/offices-and-policies/policies/policies/hr-03-alternative-worksite-policy.pdf Alternate Worksite] | [https://nebraska.edu/-/media/unca/docs/offices-and-policies/policies/executive-memorandum/policy-on-chosen-name-and-gender-identity.pdf Chosen Name and Gender Identity] | [https://nebraska.edu/-/media/unca/docs/offices-and-policies/policies/policies/hr-05-recruitment-and-selection-policy.pdf Recruitment and Selection] | [[COVID Vaccination]] | [https://www.unmc.edu/human-resources/_documents/nu-values/OS-and-MP-Voluntary-FTE-Reduction-Program.pdf Voluntary FTE Reduction Program] 

Policy No.: '''1109''' 

UNMC Policy No. 1109, [https://wiki.unmc.edu/index.php?title=COVID_Vaccination&oldid=12690 Mandatory COVID-19 Vaccination Policy], has been deleted, effective 07/31/23. Beginning Monday, July 31, UNMC no longer requires the COVID-19 vaccine as a condition of employment or enrollment. The change aligns with UNMC’s primary clinical partner, Nebraska Medicine, which lifted its COVID vaccine requirement on July 24, as well as UNMC’s prominent peer academic medical centers. Both organizations continue to recommend and strongly encourage employees and students to be fully vaccinated for both COVID-19 and influenza. 

For additional information, please see [https://www.unmc.edu/newsroom/2023/07/31/covid-19-vaccination-no-longer-required/ the UNMC Today] or contact [mailto:employeerelations@unmc.edu Human Resources – Employee Relations] at 402-559-8534.

Fitness for Duty

2026-03-09T18:16:21Z

Dausten: Updated Content - Deleted the phone # for Linda Cunningham

Consensual Relationships

2026-03-09T18:15:46Z

Dausten: Updated Content - Deleted the phone # for Linda Cunningham

Employee Separation

2026-03-09T18:14:58Z

Dausten: Updated Content - Deleted the phone # for Linda Cunningham

HR - Compensation Forms

2026-01-14T20:30:16Z

Dausten: Compensation had multiple duplicate documents in areas. simple edit.

[[Guidelines List]] | [[Human Resources - Forms|Forms]] | [[Human Resources - Procedures|Procedures]] | [[Policies_and_Procedures|UNMC Policies]]

<table style="background:#F8FCFF; text-align:center" width="100%" cellspacing="0" cellpadding="0" border="0">
<tr>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF" width="20">[[HR_-_Benefits_Forms|Benefits]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF" width="20">[[HR_-_Records_Forms|Records]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF" width="20">[[HR_-_Staffing_Forms|Staffing]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:white; line-height:0.95em; border:solid 2px #A3B1BF; border-bottom:0; font-weight:bold;" width="20">[[HR_-_Compensation_Forms|Compensation]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF" width="20">[[HR_-_Employee_Relations_Forms|Employee Relations]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF" width="20">[[HR_-_Other_Forms|Other]]</td>
</tr>
</table>

__TOC__

==Compensation Forms==
*Compensation Forms are available at [https://info.unmc.edu/wiki/index.php/NU_Values_-_Forms NU Values - Forms]

HR - Staffing Forms

2026-01-14T20:28:10Z

Dausten: Staffing had documents doubled up on multiple pages. Simple edit.

[[Guidelines List]] | [[Human Resources - Forms|Forms]] | [[Human Resources - Procedures|Procedures]] | [[Policies_and_Procedures|UNMC Policies]]

<table style="background:#F8FCFF; text-align:center" width="100%" cellspacing="0" cellpadding="0" border="0">
<tr>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF" width="20">[[HR_-_Benefits_Forms|Benefits]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF" width="20">[[HR_-_Records_Forms|Records]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:white; line-height:0.95em; border:solid 2px #A3B1BF; border-bottom:0; font-weight:bold;" width="20">[[HR_-_Staffing_Forms|Staffing]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF" width="20">[[HR_-_Compensation_Forms|Compensation]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF" width="20">[[HR_-_Employee_Relations_Forms|Employee Relations]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF" width="20">[[HR_-_Other_Forms|Other]]</td>
</tr>
</table>

__TOC__

==Staffing Forms==
*Staffing Forms are available at [https://info.unmc.edu/wiki/index.php/NU_Values_-_Forms NU Values - Forms]

Guidelines - New Employee Orientation

2026-01-07T16:53:33Z

Dausten: /* Dates for New Employee Orientation */

[[Guidelines List]] | [[Human Resources - Forms|Forms]] | [[Human Resources - Procedures|Procedures]]

==New Employee Orientation is Virtual!==
'''New Employee Orientation''' is an educational program for incoming office-service, managerial-professional, and administrative staff. It provides an overview of basic campus services, the benefits package, employee health/wellness/safety and mandatory compliance policies and focuses on the history and culture of the University.

Most new employees (non-faculty, non-house officer) are automatically enrolled in New Employee Orientation when new hire information is entered into SAP. If a new employee needs to be enrolled into orientation or if changes need to be made to an employee’s orientation date, go to Workforce Admin in [https://net.unmc.edu/mgmt/ Management Resources]. If you are unfamiliar with Workforce Admin, please contact [mailto:employeerelations@unmc.edu employeerelations@unmc.edu] to cancel or change an orientation date.

==Dates for New Employee Orientation==
'''All New Employee Orientation sessions will be held ONLINE ONLY - until further notice.'''

{| style="color: gray; background-color: white" width="100%" class="wikitable"
{|class="wikitable"
!'''Date'''
!'''Location'''
!'''Time'''

|-
|Tuesday, January 13, 2026
|Virtually on Zoom
|8:30am to noon
|-
|Tuesday, February 10, 2026
|Virtually on Zoom
|8:30am to noon
|-
|Tuesday, March 10, 2026
|Virtually on Zoom
|8:30am to noon
|-
|Tuesday, April 14, 2026
|Virtually on Zoom
|8:30am to noon
|-
|Tuesday, May 12, 2026
|Virtually on Zoom
|8:30am to noon
|-
|Tuesday, June 9, 2026
|Virtually on Zoom
|8:30am to noon
|-
|Tuesday, July 14, 2026
|Virtually on Zoom
|8:30am to noon
|-
|Tuesday, August 11, 2026
|Virtually on Zoom
|8:30am to noon
|-
|Tuesday, September 8, 2026
|Virtually on Zoom
|8:30am to noon
|-
|Tuesday, October 13, 2026
|Virtually on Zoom
|8:30am to noon
|-
|Tuesday, November 10, 2026
|Virtually on Zoom
|8:30am to noon
|-
|Tuesday, December 8, 2026
|Virtually on Zoom
|8:30am to noon
|-
|}

'''Location:''' New Employee Orientation will be held virtually via Zoom

'''Start Time:''' Virtual New Employee Orientation will begin promptly at 8:30 a.m. via Zoom and will conclude at Noon.

'''Important to Note:''' All new hire employees are required to attend the virtual New Employee Orientation and must be present for the entire virtual online session to receive credit for attendance.

'''New Hire should have Photo ID by orientation:''' Please send new hire to 4230 Building, 4230 Leavenworth Street, Room 3037. Contact the Photo ID office at 402-559-8414 or email [mailto:photoid@unmc.edu photoid@unmc.edu] to verify hours.

'''If New Hire needs on campus parking:''' Please send new hire to Parking Services, 4230 Building, 4230 Leavenworth Street, Business Service Center, Room 3037 or call 559-8580 prior to Orientation or email [mailto:parking@unmc.edu parking@unmc.edu].

'''**Benefits:''' New Hire must enroll for Benefit coverage within 31 days of their hire date or eligibility date. Enrollment after the initial 31-day period is limited to the annual NUFlex enrollment or when Permitted Election Change Event occurs. For more information regarding benefits, please contact Benefits at 559-4340 or email [mailto:unmcbenefits@unmc.edu unmcbenefits@unmc.edu].

'''Questions''' Please contact Employee Relations at 402-559-5827 or email [mailto:employeerelations@unmc.edu employeerelations@unmc.edu] for assistance with your new hire orientation questions.