University of Nebraska Medical Center - User contributions [en]

Principles of Financial Stewardship

2012-08-21T14:24:45Z

Nirichardson:

Red Flag Identity Theft Prevention Program

2012-08-21T14:24:08Z

Nirichardson:

Conflict of Interest

2012-08-21T14:23:21Z

Nirichardson:

Contracts

2012-08-21T14:23:12Z

Nirichardson:

Clinical Research and Clinical Trial Professional and Technical Fee Billing

2012-08-21T14:23:00Z

Nirichardson:

Use of Human Anatomical Material

2012-08-21T14:22:38Z

Nirichardson:

Export Control

2012-08-21T14:22:16Z

Nirichardson:

Research Integrity

2012-08-21T14:21:19Z

Nirichardson:

<table style="background:#F8FCFF; text-align:center" width="100%" cellspacing="0" cellpadding="0" border="0">
<tr>
<td style="padding:0.5em; background-color:#CEE0F2; 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:#CEE0F2; 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:#CEE0F2; 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:white; line-height:0.95em; border:solid 2px #A3B1BF; border-bottom:0; font-weight:bold;" width="20">[[Compliance]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#CEE0F2; 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:#CEE0F2; 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:#CEE0F2; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF" width="20">[[Intellectual Property]]</td>
</tr>
</table>
<br /><br />
[[Compliance Program]] | [[Compliance Hotline]] | [[Investigations by Third Parties]] | [[Research Integrity]] | [[Copyright]] | [[Export Control]] | [[Code of Conduct]] | [[Use of Human Anatomical Material]] | [[Clinical Trial Fee Billing Procedures]] | [[Contracts Policy]] | [[Conflict of Interest]]
<br /><br />

POLICY NO : '''8003'''<br />
EFFECTIVE DATE: '''02/11/05'''<br />
REVISED DATE:<br />
REVIEWED DATE:<br />

== Basis for Policy ==

The University of Nebraska Medical Center (UNMC) is committed to maintaining an academic environment based on honesty, integrity and ethical conduct. UNMC promotes an environment of productivity, creativity, and academic freedom, while establishing firm expectations that individuals will not knowingly, intentionally or recklessly commit misconduct.

UNMC is responsible for the inquiry, investigation and adjudication of alleged research misconduct. As a recipient of federal research funds, UNMC must comply with federal policies and regulations on responding to allegations of research misconduct including:
* "Federal Policy on Research Misconduct", Executive Office of the President, 65 FR No. 235, December 6, 2000, Office of Science and Technology Policy
* "Responsibility of PHS Awardee and Applicant Institutions for Dealing with and Reporting Possible Misconduct in Science", 42 CFR Part 50, Subpart A, Public Health Service regulations
* "Research Misconduct", 45 CFR Part 689, National Science Foundation regulations

== Scope ==

This policy applies to all individuals at UNMC engaged in research, including non-funded projects, projects supported by the Public Health Service (PHS), the National Science Foundation (NSF), other governmental entities and private funding sources. This policy applies to any person paid by, under the control of, or affiliated with UNMC, such as scientists, trainees, technicians, and other staff members, students, fellows, guest researchers and collaborators.

== Applicability ==

This policy applies only to misconduct involving research. Non-research related misconduct that involves fraud, plagiarism, fabrication or other types of misconduct shall be addressed through procedures outlined in the UNMC Faculty, Graduate Student, and Student handbooks.

== Definitions ==

''Allegation'' means any written or oral statement or other indication of possible research misconduct made to an institutional official.

''Complainant'' is the person who makes an allegation of research misconduct.

''Conflict of Interest'' means the real or apparent interference of one person's interests with the interests of another person, where potential bias may occur due to prior or existing personal or professional relationships.

''Deciding Official'' is the UNMC official that issues final determinations on allegations of research misconduct and any related responsive institutional actions. The Deciding Official will not be the same person as the Research Integrity Officer and should have no direct prior involvement in the inquiry or investigation of scientific misconduct allegations. The UNMC Deciding Official is the Vice Chancellor for Academic Affairs.

''Fabrication'' means making up research data or results, and recording or reporting them.

''Falsification'' means manipulating research materials, equipment, or processes, or changing or omitting data or results such that the research is not accurately represented in the research record.

''Good Faith Allegation'' means an allegation made with an honest belief that research misconduct may have occurred. An allegation is not in good faith if it is made with reckless disregard for or willful ignorance of facts that would disprove the allegation.

''Inquiry'' means gathering information and initial fact-finding to determine whether an allegation or apparent instance of research misconduct warrants an investigation.
Investigation means the formal examination and evaluation of all relevant facts to determine if misconduct has occurred, and if so, to determine the responsible person and the seriousness of the misconduct.

''ORI'' means the Office of Research Integrity in the U.S. Department of Health and Human Services (DHHS). ORI is responsible for the scientific misconduct and research integrity activities of the U.S. Public Health Service (PHS).

''Plagiarism'' means the appropriation of another person's research ideas, processes, results or words without giving appropriate credit.

''Research'' means all basic, applied and demonstration research in any field of science, engineering and mathematics. This includes, but is not limited to, research in economics, education, linguistics, medicine, psychology, social sciences, statistics, and research involving human or animal subjects.

''Research Integrity Officer'' means the institutional official responsible for assessing allegations of scientific misconduct and determining when such allegations warrant inquiries and for overseeing inquiries and investigations.

''Research Record'' means any data, document, computer file, computer diskette, or any other written or non-written account or object that reasonably may be expected to provide evidence or information regarding the proposed, conducted, or reported research that constitutes the subject of an allegation of research misconduct. A research record includes, but is not limited to, research proposals, grant or contract applications, whether funded or unfunded; grant or contract progress and other reports; laboratory notebooks; notes; correspondence; videos; photographs; X-ray film; slides; biological materials; computer files and printouts; abstracts, theses, dissertations, oral presentations, internal reports, journal articles, manuscripts and publications; equipment use logs; laboratory procurement records; animal facility records; human and animal subject protocols; consent forms; medical charts; and patient research files.

''Respondent'' means the person against whom an allegation of scientific misconduct is directed or the person whose actions are the subject of the inquiry or investigation. There can be more than one respondent in any inquiry or investigation.

''Retaliation'' means any action that adversely affects the employment or other institutional status of an individual that is taken by an institution or an employee because the individual has in good faith, made an allegation of research misconduct or of inadequate institutional response thereto or has cooperated in good faith with an investigation of such allegation.

''Research Misconduct or Misconduct in Science'' means fabrication, falsification, plagiarism, or other practices that seriously deviate from those that are commonly accepted within the scientific community for proposing, performing or reviewing research, or in reporting research results. It does not include honest error or honest differences in interpretations or judgments of data.

''Whistleblower'' means a person who makes an allegation of research misconduct.

== Responsibility for Implementation ==

The Vice Chancellor for Academic Affairs is responsible for assuring compliance with federal, state and university policies and procedures governing the responsible and ethical conduct of research. The Vice Chancellor for Academic Affairs delegates responsibility for responding to allegations of research misconduct to the Research Integrity Officer, who shall be responsible for carrying out inquiries and investigations that thoroughly evaluate the facts while protecting the rights of the parties involved in the alleged misconduct.

== Procedures ==

#'''Reporting Misconduct'''
#*'''Initial Report'''. All employees, students or other individuals associated with UNMC should report observed, suspected, or apparent research misconduct to the Research Integrity Officer at 559-6767 or to the UNMC Compliance Hotline at 1-866-568-5430. If an individual is unsure whether the suspected incident falls within the definition of research misconduct, s/he may call the Research Integrity Officer to discuss the suspected misconduct informally. Such discussions shall be confidential. If the circumstances do not meet the definition of research misconduct, the Research Integrity Officer will refer the individual or allegation to other offices with responsibility for resolving the problem.
#*'''Protecting the Whistleblower/Complainant'''. UNMC representatives who receive or learn of an allegation of research misconduct will treat the whistleblower or complainant with fairness and respect. UNMC will protect the privacy of those who report misconduct in good faith to the maximum extent possible. If the whistleblower/complainant requests anonymity, UNMC will make an effort to honor the request during the allegation assessment or inquiry to the extent permitted by policies and regulations. If the matter is referred to an investigation committee, and the whistleblower's testimony is required, s/he will be notified that anonymity may no longer be guaranteed. UNMC will also take reasonable steps to protect the position and reputation of the individual who reports, and other individuals who cooperate with the inquiry and any subsequent investigation, against retaliation. UNMC employees will immediately report any alleged or apparent retaliation to the Research Integrity Officer.
#*'''Protecting the Respondent'''. UNMC representatives who receive or learn of an allegation of research misconduct will treat the respondent with fairness and respect. The respondent's identity and circumstances of the investigation shall remain confidential to the extent possible without compromising public health and safety or thoroughly carrying out the inquiry or investigation.
#*'''Cooperation with Inquiries and Investigations'''. UNMC employees and students will cooperate in the review of allegations and the conduct of inquiries and investigations, and have an obligation to provide relevant evidence to the Research Integrity Officer or other institutional officials on misconduct allegations.
#*'''Preliminary Assessment of Allegations'''. Upon receiving an allegation of research misconduct, the Research Integrity Officer will immediately assess the allegation to determine whether there is sufficient evidence to warrant an inquiry, whether PHS or NSF funds are involved, and whether the allegation falls under the definition of research misconduct.
#*'''Sequestration of Research Records'''. After determining that an allegation falls within the definition of research misconduct, the Research Integrity Officer must ensure that all original research records and materials relevant to the allegation are immediately secured. The Research Integrity Officer may consult with UNMC legal counsel and/or ORI for advice and assistance in this regard.
#'''Inquiry Process'''
#*'''Initiation and Purpose of the Inquiry'''. Following the preliminary assessment, if the Research Integrity Officer determines that the allegation constitutes suspected research misconduct, s/he will initiate the inquiry process. The respondent will be notified within five (5) business days after the inquiry has begun. The purpose of the inquiry is to make a preliminary evaluation of the available evidence and testimony of the respondent, whistleblower, and key witnesses to determine whether there is sufficient evidence of possible research misconduct to warrant an investigation. The purpose of the inquiry is not to reach a final conclusion about whether misconduct definitely occurred or who was responsible.
#*'''Inquiry Committee'''. The Research Integrity Officer, in consultation with other UNMC officials as appropriate, will appoint an inquiry committee and committee chair within ten (10) days of initiation of the inquiry. The inquiry committee should consist of individuals who do not have real or apparent conflicts of interest in the case, are unbiased, and have the necessary expertise to evaluate the evidence and issues related to the allegation, interview the principals and key witnesses, and conduct the inquiry.
#: The Research Integrity Officer will notify the respondent of the proposed committee membership. If the respondent submits a written objection to the appointed member of the inquiry committee based on bias or conflict of interest within five (5) business days, the Research Integrity Officer will determine whether to replace the challenged member with a qualified substitute.
#: The inquiry committee will normally interview the whistleblower, the respondent, and key witnesses as well as examine relevant research records and materials. The respondent may be accompanied by legal counsel of his or her own choosing during an interview. Legal counsel may advise the respondent, but may not question witnesses or otherwise take part in the proceedings. The inquiry committee will evaluate the evidence and testimony obtained during the inquiry. The committee will decide whether there is sufficient evidence of possible research misconduct to recommend further investigation. The scope of the inquiry does not include deciding whether misconduct occurred or conducting exhaustive interviews and analysis.
#*'''Written Report'''. The Research Integrity Officer or designee shall prepare a written report stating what evidence was reviewed, summarizing relevant interviews, and including any conclusions reached as a result of the inquiry. The respondent shall be given a copy of the inquiry report. The whistleblower (if s/he is identifiable) shall be given portions of the draft inquiry report that address the whistleblower's role and opinions of the investigation for comment. If the respondent and/or whistleblower choose to comment on the report, s/he must submit a written response to the Research Integrity Officer within fourteen (14) working days after receiving the report in order for it to be made a part of the record. Based on the comments, the Research Integrity Officer may revise the report as appropriate.
#*'''Decision by Deciding Official'''. The Research Integrity Officer will transmit the final inquiry report and any comments to the Deciding Official, who will make the determination of whether the findings from the inquiry provide sufficient evidence of possible research misconduct to justify conducting an investigation. The inquiry is completed when the Deciding Official makes this determination, which will be made within 60 days of the first meeting of the inquiry committee. Any extension of this period will be based on good cause and recorded in the inquiry file.
#*'''Notification of Decision'''. The Research Integrity Officer will notify both the respondent and the whistleblower, and all appropriate UNMC officials in writing of the Deciding Official's decision of whether to proceed with an investigation. This decision may not be appealed internally. If the Deciding Official determines an investigation is needed, the Research Integrity Officer shall notify appropriate funding and oversight agencies (PHS, NSF, etc.) in writing of the decision.
#'''Investigation'''
#* '''Purpose'''. The purpose of the investigation is to examine the allegations and evidence in detail and determine specifically whether misconduct has been committed, by whom, and to what extent. The investigation will also determine whether there are additional instances of possible misconduct that would justify broadening the scope beyond the initial allegations.
#*'''Appointment of Investigation Committee'''. The Research Integrity Officer, in consultation with other UNMC officials as appropriate, will appoint an investigation committee and the committee chair within ten (10) days of the notification to the respondent that an investigation is planned or as soon thereafter as practicable. The investigation committee should consist of at least three individuals who do not have real or apparent conflicts of interest in the case, who are unbiased, and who have the necessary expertise to evaluate the evidence and issues related to the allegations, interview the principals and key witnesses, and conduct the investigation. Individuals appointed to the investigation committee may have also participated in the inquiry.
#*'''Investigation Committee Proceedings'''. The Research Integrity Officer will define the subject matter of the investigation in a written charge to the committee that describes the allegations and related issues identified during the inquiry, defines research misconduct, and identifies the name of the respondent. The charge will state that the committee is to evaluate the evidence and testimony of the respondent, whistleblower, and key witnesses to determine whether, based on a preponderance of the evidence, research misconduct occurred and, if so, to what extent, who was responsible, and its seriousness. The committee will review procedures and standards for conduct of the investigation, including this policy and applicable federal regulations. The committee will be instructed to develop a specific investigation plan, including the necessity for maintaining confidentiality.
#: The investigation committee may interview individuals to gather facts. Interviews should be tape recorded, transcribed, and summarized. Summaries or transcripts of the interviews should be prepared, provided to the interviewed party for comment or revision, and included as part of the investigatory files. The respondent may be accompanied by legal counsel of his or her own choosing during an interview. Legal counsel may advise the respondent, but may not question witnesses or otherwise take part in the proceedings.
#*'''Investigation Report'''. Upon completion of the investigation, the Research Integrity Officer or designee shall prepare a written report describing the policies and procedures under which the investigation was conducted, how and from whom information relevant to the investigation was obtained, the findings, and the basis for the findings. The report will include the actual text or an accurate summary of the views of any individual(s) found to have engaged in misconduct as well as a description of any sanctions imposed and administrative actions taken by UNMC.
#**Respondent's Comments. The Research Integrity Officer will provide the respondent with a copy of the draft investigation report for comment and rebuttal. The respondent will be given ten (10) business days to review and comment on the draft report. The respondent's comments will be attached to the final report.
#**Whistleblower's Comments. The Research Integrity Officer will provide the whistleblower, if s/he is identifiable, with those portions of the draft investigation report that address the whistleblower's role and opinions in the investigation. The whistleblower will be given ten (10) business days to review and comment on the report. The report may be modified based on the whistleblower's comments.
#**Legal Counsel. The draft investigation report will be transmitted to the University of Nebraska Office of the General Counsel for a review of its legal sufficiency.
#**Confidentiality. The Research Integrity Officer will inform each recipient of the confidentiality under which the draft report is made available and may establish reasonable conditions to ensure such confidentiality, such as requesting that the recipient sign a confidentiality statement, or coming to his/her office to review the report.
#*'''Deciding Official's Review and Final Determination'''. Within fifteen (15) calendar days of receiving the investigation report, the Deciding Official will make a final determination whether to accept the final report and the recommended actions (with or without further modifications), or reject the recommendations and instruct the investigation committee to conduct further fact finding. If the Deciding Official's determination varies from that of the investigation committee, the Deciding Official will explain in detail the basis for rendering a different decision in a transmittal letter accompanying the final report to the Federal funding agency (including ORI).
#'''Corrective Action'''
#:Corrective action for research misconduct shall be based on the seriousness of the misconduct, including but not limited to, the degree to which the misconduct: a) was intentional, knowing or reckless; b) was an isolated event or part of a pattern; and c) had significant impact on the research record, research subjects, other researchers, institutions, or the public welfare. The range of corrective actions includes, but is not limited to, withdrawal or correction of all pending or published abstracts and papers emanating from the research where misconduct was found; removal of the responsible person from the particular project, special monitoring of future work, restitution of funds as appropriate, suspension or termination of an active award, termination, expulsion, suspension, leave without pay, and/or letters of reprimand. If the corrective action results in termination or other adverse change in an employee's terms and conditions of employment, the respondent may appeal the decision through the appropriate procedures contained in the Faculty Handbook or UNMC policy for non-faculty members. Students have appeal rights as outlined in the Student or Graduate Student Handbooks.
#: In the case of civil or criminal fraud violations, the Deciding Official shall ensure that the matter is promptly reported to the Department of Justice, the Inspector General for the funding agency, or other appropriate body.
#'''Reporting to the Funding Agency (including ORI)'''
#:The Research Integrity Officer will notify the funding agency (or agencies in some cases), including the ORI Director if applicable, in writing of the following events:
#*Decision to initiate a research misconduct investigation on or before the date the investigation begins;
#*Transmission of the final investigation report;
#*Decision to terminate an inquiry or investigation for any reason without completing all regulatory requirements;
#*Request for extension in the event that UNMC will not be able to complete the investigation within 120 days;
#*Notification at any stage of the inquiry or investigation if:
#**there is an immediate health hazard involved;
#**there is an immediate need to protect Federal funds or equipment;
#**there is an immediate need to protect the interests of the person(s) making the allegations or of the individual(s) who is the subject of the allegations as well as his/her co-investigators and associates, if any;
#**it is probable that the alleged incident is going to be reported publicly;
#**the allegation involves a public health sensitive issue, e.g., a clinical trial; or
#**there is a reasonable indication of possible criminal violation. In this case, the funding agency, including ORI, must be informed within 24 hours of UNMC obtaining that information.
#'''Other Considerations'''
#*'''Respondent Resignation/Withdrawal'''. If the respondent terminates UNMC employment, resigns, or withdraws from school (in the case of a student) prior to completion of the inquiry or investigation, the inquiry or investigation will proceed. If the respondent refuses to participate in the proceedings, the investigation committee will use its best efforts to reach a conclusion concerning the allegations, noting in its report the respondent's failure to cooperate and its effect on the committee's review of all the evidence.
#*'''Restoration of Respondent's Reputation'''. If UNMC finds no misconduct, and the funding agency concurs, the Research Integrity Officer will undertake reasonable efforts to restore the respondent's reputation after consulting with the respondent and receiving approval from the Deciding Official.
#*'''Allegations Not Made in Good Faith'''. If relevant, the Deciding Official will determine whether the whistleblower's allegations of research misconduct were made in good faith. If an allegation was not made in good faith, the Deciding Official will determine if any administrative action should be taken against the whistleblower.
#*'''Interim Administrative Actions'''. UNMC officials shall take interim administrative actions, as appropriate, to protect Federal funds and ensure that the purposes of the Federal financial assistance are carried out.
#'''Record Retention'''
The Research Integrity Officer is delegated responsibility for preparing and maintaining all documentation gathered or generated during an inquiry and investigation. All records shall be maintained in a secure manner for at least seven years after completion of the UNMC case. Federal funding and oversight agencies will be given access to the records upon request.
<br />
For additional information, please contact the [mailto:swrobel@unmc.edu Compliance Officer].

This page maintained by [mailto:dpanowic@unmc.edu dkp].

Inspections/Investigations by Third Parties

2012-08-21T14:20:56Z

Nirichardson:

Compliance Hotline

2012-08-21T14:20:29Z

Nirichardson:

Compliance Program

2012-08-21T14:20:18Z

Nirichardson:

<table style="background:#F8FCFF; text-align:center" width="100%" cellspacing="0" cellpadding="0" border="0">
<tr>
<td style="padding:0.5em; background-color:#CEE0F2; 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:#CEE0F2; 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:#CEE0F2; 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:white; line-height:0.95em; border:solid 2px #A3B1BF; border-bottom:0; font-weight:bold;" width="20">[[Compliance]]</td>
<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
<td style="padding:0.5em; background-color:#CEE0F2; 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:#CEE0F2; 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:#CEE0F2; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF" width="20">[[Intellectual Property]]</td>
</tr>
</table>
<br /><br />
[[Compliance Program]] | [[Compliance Hotline]] | [[Investigations by Third Parties]] | [[Research Integrity]] | [[Copyright]] | [[Export Control]] | [[Code of Conduct]] | [[Use of Human Anatomical Material]] | [[Clinical Trial Fee Billing Procedures]] | [[Contracts Policy]] | [[Conflict of Interest]]
<br /><br />
POLICY NO: '''8000'''<br />
EFFECTIVE DATE: '''11/01/06'''<br />
REVISED DATE:<br />
REVIEWED DATE: '''11/01/06'''<br />

== Basis for Policy ==

The University of Nebraska Medical Center (UNMC) shall comply with all applicable federal, state and local laws and regulations and University of Nebraska and UNMC Policies and Procedures.

== Compliance Program Structure ==

#'''Compliance Officer'''. The Compliance Officer is responsible for overseeing the development of and coordinating the implementation of policies, procedures and practices necessary to effect compliance with federal, state, and local laws and regulations. The compliance officer shall report to the Vice Chancellor for Academic Affairs, but has the authority to communicate directly with the Chancellor or Vice Chancellors for Business and Finance and Research on compliance matters. The Compliance Officer shall:
#* analyze laws and regulations applicable to UNMC and coordinate with subject matter experts to ensure compliance with them.
#* monitor day-to-day compliance activities.
#* establish compliance audits of risk areas and develop corrective action plans in response to identified deficiencies.
#* oversee visits by regulatory agencies and responses to inquiries and investigations.
#* make periodic reports regarding compliance matters directly to the UNMC Chancellor’s Council.
#* coordinate with the Associate General Counsel for Health Care on legal issues.
#* respond to compliance hotline calls.
#* chair the compliance committee.
#'''Compliance Committee'''. The Compliance committee shall support the Compliance Officer in meeting his/her responsibilities. The committee shall analyze UNMC’s risk areas and oversee the monitoring of internal audits and external investigations. The Compliance Committee shall be composed of representatives from the following departments:
#* Associate General Counsel for Health Care
#* College of Dentistry
#* College of Medicine
#* College of Nursing
#* College of Pharmacy
#* Comparative Medicine
#* Compliance
#* Eppley Institute
#* Facilities Management
#* Financial Compliance
#* Human Resources
#* Information Technology Services
#* Institutional Animal Care and Use Committee (IACUC)
#* Institutional Review Board (IRB)
#* Intellectual Property
#* Munroe-Meyer Institute
#* Sponsored Programs Accounting
#* Sponsored Programs Administration
#* The Nebraska Medical Center
#* UNMC Physicians
#Compliance Committee representatives shall assist the Compliance Office with communicating compliance policies and procedures and other information within their respective units. The Compliance Committee shall meet no less than quarterly. The Compliance Office shall complete meeting minutes and maintain them on file for no less than seven years. The meeting minutes shall be confidential. Meeting minutes shall be distributed to committee members, vice chancellors, college deans and executive directors to inform UNMC leadership about compliance activities.
#'''Compliance Hotline'''. A compliance hotline has been established to provide individuals with an additional communication channel to report compliance concerns. The Compliance Officer shall investigate concerns and take corrective action in response to identified issues.
#:For additional information, see UNMC Policy No. 8001, [[Compliance Hotline | Compliance Hotline Policy]].
#'''Code of Conduct'''. The UNMC Code of Conduct applies to all UNMC faculty, staff, and students, and guides them in carrying out daily activities within appropriate ethical and legal standards. UNMC Policy No. 8006, UNMC Code of Conduct codifies UNMC’s commitment to full compliance with all federal, state, and local regulatory requirements and mandates that the UNMC Community abide by the Code.
#'''False Claims Act'''. The False Claims Act is a federal law that provides that whoever knowingly submits to the federal government a false claim for payment, or creates a false record in support of a claim for payment, or knowingly retains the proceeds of a false claim for payment submitted to the government shall be liable for a civil penalty in the amount of $5,500 to $11,000 per claim, and three times the actual damages sustained by the government.
#:The Federal False Claims Act contains qui tam, or whistleblower provisions that allow citizens with evidence of fraud against government contracts and programs to sue, on behalf of the government, in order to recover the funds. In compensation for the risk and effort of filing a qui tam case, the citizen whistleblower or “relator” may be awarded a portion of the funds recovered, typically between 15 and 25 percent.
#:While the False Claims Act covers fraud involving any federally funded contract or program, in the health care area it has been applied to the Medicare and Medicaid programs, and also to federal research grants. Examples of health care-related False Claims Act violations are: 1) a health care provider bills Medicare for services that were not performed or that were unnecessary; and 2) a federal grant recipient charges the Government for costs not related to the grant.
#:In addition to the Federal False Claims Act, Nebraska has a False Medicaid Claims Act (Neb. Rev. Statute 68-1073) that provides that any person who presents a false Medicaid claim is subject to civil penalties of not more than ten thousand dollars and damages in the amount of three times the amount of the false claim submitted to the state. The Nebraska False Medicaid Claims Act does not contain qui tam relator provisions.
#:Any individual who suspects that potential False Claims Act violations may have occurred at UNMC should contact the Compliance Officer or contact the compliance hotline at 1-866-568-5430. See UNMC Policy No. 8001, Compliance Hotline. Individuals are encouraged to report concerns. Retribution against individuals raising concerns is prohibited.
#Compliance areas impacting the UNMC mission include but are not limited to the following:
#*'''Research Compliance'''
#:[http://www.unmc.edu/spa/index.cfm?L1_ID=12&CONREF=149 Human Subjects]: Institutional Review Board (IRB)
#:The UNMC IRB shall review and approve all human subject research conducted by the faculty, students, staff, or other representatives of the University of Nebraska Medical Center and The Nebraska Medical Center, when the research is part of their institutional responsibilities. In addition, the UNMC IRB shall review and approve all human subject research conducted by anyone on the premises of UNMC and the Nebraska Medical Center, including its community based clinics.
#:The UNMC IRB, which is administratively housed within the Office of Regulatory Affairs (ORA), exercises its authority in compliance with DHHS regulations at 45 CFR 46, and FDA regulations at 21 CFR 50 and 56. This authority includes review and approval of exempt research under 45 CFR 46.101 (b); research which qualifies for expedited review under 45 CFR 46.110 and 21 CFR 56.110; and research which requires review by the full IRB.
#:Further information can be obtained through the UNMC IRB website at http://www.unmc.edu/spa/index.cfm?L1_ID=12&CONREF=149.
#: [http://www.unmc.edu/iacuc/ Animal Care]: Institutional Animal Care and Use Committee (IACUC)
#:The UNMC IACUC shall review and approve all animal subject research conducted by the faculty, students, staff, or other representatives of the University of Nebraska Medical Center and University of Nebraska at Omaha, when the research is part of their institutional responsibilities. In addition, the UNMC IACUC shall review and approve all animal subject research conducted by anyone on the premises of UNMC and UNO.
#:The UNMC IACUC, which is administratively housed within the Office of Regulatory Affairs (ORA), exercises its authority in compliance with the Animal Welfare Act Regulations at 9 CFR 1-2, and the Public Health Service Policy on Humane Care and Use of Laboratory Animals, and the Guide for the Care and Use of Laboratory Animals.
#:Further information can be obtained through the UNMC IACUC website at http://www.unmc.edu/iacuc/.
#*'''Sponsored Programs'''
#:UNMC, through its Sponsored Programs offices, is responsible for ensuring that the institution is in compliance with the Federal Regulations of the Office of Management and Budget (OMB) Circulars A-21, A-110, and A-133 to maintain the integrity of accounting and administrative information.
#:The Project Director/Principal Investigator of a sponsored project is responsible for ensuring the integrity of the financial, administrative and technical information provided to the Sponsored Programs offices and/or the General Accounting Office.
#:Sponsored programs management involves both Sponsored Programs Administration (pre-award) and Sponsored Programs Accounting (post-award).
#**Sponsored Programs Administration (SPA)
#:SPA is the official signature authority of UNMC for sponsored program grants and contracts (Contracts with the State of Nebraska require signature of the Vice Chancellor Business and Finance). SPA offers guidance and assistance from proposal development through award closeout. SPA performs the following functions in support of compliance:
#:'''Supports Pre-Award Activities by''' advising and assisting faculty and administrators in completing external applications based on the policies and procedures of the university and sponsors, negotiating final terms for government and non-profit grants, contracts and subcontracts, supporting, reviewing and approving budgets and applications to outside sponsors.
#:'''Authorizes Awards by''' establishing accounts and setting up budgets for all federal, non-profit and for-profit awarded grants and contracts based on sponsor regulation, processing budget revisions, no-cost extension requests and grant transfers.
#:'''Tracks Submissions and Awards by''' maintaining the grant and contract database, tracking pending and funded projects, and monitoring the processing of proposals and awards.
#**[http://info.unmc.edu/dept/spaccounting/ Sponsored Programs Accounting]
#:Sponsored Programs Accounting is responsible for the post-award administration of grants and contracts. After an award is received, Sponsored Programs Accounting sets up the WBS account and inputs the budget. All cash collections related to grants, contracts, donations, wills or trusts are recorded by Sponsored Programs Accounting. The department reviews the reasonableness and appropriateness of expenditures for sponsored program activities and approves Cost Transfer Forms. The Personnel Activity Reporting for federal programs is administered by Sponsored Programs Accounting and involves the set up of cost sharing cost centers for tracking cost sharing on grants. Other responsibilities include: preparing financial reports for sponsoring agencies, reporting for annual financial audit under Generally Accepted Accounting Principles, compliance and reporting for the annual A-133 audit, and sub-recipient review of subcontractors.
#*'''[http://info.unmc.edu/dept/fincompliance/ Financial Controls and Compliance] coordinates campus cost accounting standards (CAS)'''.
#:Financial Controls and Compliance is responsible for minimizing UNMC’s risk of non-compliance of the Federal government’s Cost Accounting Standards regarding sponsored programs. The Cost Accounting Standards are found in OMB Circular A-21. The areas that the Standards encompass include direct costs, facilities and administrative (F&A) costs, effort reporting, cost sharing, cost transfers and service centers.
#:Financial Controls and Compliance minimizes this risk by creating policies and procedures, educating the campus to these policies and procedures, monitoring for compliance and taking corrective action when instances of noncompliance are discovered. Other responsibilities include completing the Federal Facilities and Administrative rate proposal and negotiation and monitoring and revising UNMC’s Disclosure Statement (DS-2).
#*'''Conflict of Interest'''
#:Conflicts of interest may arise when an individual’s duty to UNMC conflicts with his/her own personal interests or when the financial interests of UNMC conflict with its responsibility to make prudent business decisions.
#:Potential conflicts of interest must be identified, analyzed, managed, or eliminated when warranted to maintain the public’s trust in UNMC’s teaching, research and service missions. A Conflict of Interest Committee has been established to review and address potential conflicts of interest.
#:For additional information, see UNMC Policy 8010, Conflict of Interest.
#*Human Resources
#:The Human Resources department is responsible for staff employment activities; payroll, records and benefits administration; employee relations; compensation and salary administration activities; and administration of Human Resources Policies. In conjunction with these core functions, compliance responsibility includes adherence to and enforcement of law, regulation and policy pertaining to the following:
#* Equal Employment Opportunity and Affirmative Action
#* Immigration and employment eligibility
#* Military service and leave
#* Labor legislation and related regulations (such as)
#** Fair Labor Standards Act
#** Family Medical Leave Act
#** Americans with Disabilities Act
#** Child labor legislation
#** Taxation and withholding
#** Records retention and protection
#:Compliance in these areas requires ongoing coordination with the General Counsel's Office and the Central Administration Human Resources Office in order to assure consistency across all campuses of the University.
#:For additional information, contact Human Resources or see the Human Resources section of the UNMC Policy Manual.
#*'''Privacy and Information Security'''
#** '''Health Insurance Portability and Accountability Act (HIPAA)'''
#::The Privacy Officer and the Information Security Officer are responsible for Health Insurance Portability and Accountability Act (HIPAA) compliance to safeguard protected health information (PHI).
#::For additional information, see the HIPAA website, contact the above offices or see the Privacy and Information Security section of the UNMC Policy Manual.
#** '''Family Educational Rights and Privacy Act (FERPA)'''
#::
Student Services ensures compliance with federally mandated student privacy issues. The Family Educational Rights and Privacy Act (FERPA) (20 U.S.C. § 1232g; 34 CFR Part 99) is a Federal law that protects the privacy of student education records. The Registrar at UNMC is responsible for FERPA compliance. The written policy and adopted procedures are provided to all students annually in the Policies section of the UNMC Student Handbook. The handbook is available on line at https://net.unmc.edu/care/docs/handbook.pdf.
#** '''Gramm-Leach Bliley Act (GLBA – 16 CFR Part 314)'''
#::Information Services is responsible for compliance with the federally mandated student financial information safeguards. Privacy of student information is regulated via FERPA.
#*'''Information Technology and Security'''
#:Information Services is responsible for implementing technical controls to ensure confidentiality, integrity and availability of electronic data. In addition, Information Services provides training for end users regarding best practices for helping to protect the technical environment.
#:For additional information, see the Information Security Plan.
#*'''Intellectual Property'''
#:The Intellectual Property Office is responsible for ensuring compliance with the Bayh Dole Act (37 CFR 401). The Bayh Dole Act requires organizations receiving federal research funds to report any resulting inventions to the federal funding agencies. At UNMC, all inventions are reported to the IPO which in turn reports all federally funded inventions to the appropriate federal funding agencies. The IPO provides the federal funding agencies with updates as patent protection is sought. Inventions are continually monitored and reported to ensure the government is aware of the progress of each invention. The majority of the reporting to these agencies is done through the [https://s-edison.info.nih.gov/iEdison/ iEdison web site] and allows the University to retain title to materials and products invented with federal funding. The website, established by the NIH and used by almost all agencies involved, captures the necessary information regarding the reporting required to meet federal funding agency/Bayh-Dole Act. A copy of the Bayh-Dole Act and guidance along with iEdisons history is also provided at the iEdison web site.
#* '''Copyright'''
#:Copyright is a form of protection provided by federal law to the author of “original works of authorship” including literary, dramatic, musical, artistic, and certain other intellectual works. Unauthorized reproduction or use of copyrighted works is illegal, and is called copyright infringement. Court decisions over the years have developed a doctrine called “fair use” that permits reproduction of certain works under limited circumstances without the permission of the author.
#:For additional information, see UNMC Policy No. 8004, Copyright Policy (under construction).
#*'''Export Control'''
#:Export control regulations prohibit the export of certain materials (including select agents) and information for reasons of national security or protection of trade unless approval is received from the federal government in the form of a license before the export takes place. Two major export control regulations are the Department of Commerce Export Administration regulations (EAR) and the State Department International Traffic in Arms (ITAR) regulations. The term “export” under these regulations includes “deemed exports” that occur when a controlled technology is disclosed to a foreign person in the United States, including university students and employees.
#:For additional information, see UNMC Policy No. 8005, Export Control (under construction).
#*'''Environmental and Safety Compliance'''
#**'''Safety'''
#::The Safety Officer is responsible for developing, implementing and directing a comprehensive safety and fire prevention program designed to minimize risk of injury to patients, visitors, staff and students at The Nebraska Medical Center and UNMC.
#::The Safety Office maintains a library that includes a complete set of National Fire Protection Association Standards and pamphlets. Material Safety Data Sheets are available electronically via the internet and chemical safety server.
#::Organizational Safety Committees – The Nebraska Medical Center and UNMC Safety Committees work to establish and maintain a safe and healthful environment for all employees, students, patients, and visitors. In addition they monitor each organization’s compliance with local, state, and federal requirements.
#::For more information on safety, see the Safety website or contact Safety Operations at Extension 9-7315. The UNMC Safety Policy Index can be found at http://info.unmc.edu/safety/policies/policies%20index.htm.
#**'''Radiation Safety'''
#::Radiation Safety approves all uses of radioactive material on campus. The Radiation Safety Officer ensures that the State Radioactive Material License is current and that all conditions of the license are met. Radiation Safety routinely performs compliance audits on all authorized users. Radiation Safety manages the personnel radiation monitoring program.
#::Radiation Safety is the point of contact for inspections performed by the State Radioactive Materials Program and the Nuclear Regulatory Commission. The Radiation Safety Committee meets quarterly to review all issues involving radioactive material.
#::Information on the Radiation Safety program can be found at: http://www.unmc.edu/CRSO/.
#**'''Biosafety'''
#::The general biosafety program on campus is regulated by the Institutional Biosafety Committee (IBC) in coordination with the Campus Biosafety Officer. The Biosafety Officer is available to consult on any issues pertaining to biosafety. This includes routine laboratory inspections for those laboratories utilizing biohazardous agents, as well as a resource concerning the environment and biohazardous agent exposure.
#::The UNMC IBC reviews and approves all research involving the use of biohazardous agents conducted by the faculty, students, staff, or others representing the University of Nebraska Medical Center and The Nebraska Medical Center. Biohazardous materials are defined as "materials of biological origin that have the capacity to produce a deleterious effect on humans or animals". The UNMC IBC exercises its authority in compliance with the NIH Guidelines for Research Involving Recombinant DNA Molecules, April 2002 and 42 CFR Part 73, Possession, Use, and Transfer of Select Agents and Toxins.
#::Additional information can be obtained through the UNMC IBC website at http://unmc.edu/ibc.
#**'''Bloodborne Pathogens'''
#::Infection Control services are provided by an Infection Control Specialist from The Nebraska Medical Center. The Infection Control Specialist, housed in the Department of Healthcare Epidemiology identifies methods to minimize the risk of infectious diseases among patients, health care providers, employees, students, and volunteers to prevent transmission, detect epidemics and reduce risks of exposure to infectious agents (e.g., bloodborne pathogens). The Infection Control Specialist serves as a resource to provide current information and education regarding infection control issues, safer medical devices, and best practices to ensure compliance with infection control standards.
#::The Infection Control Specialist maintains UNMC Policy No. 2004, Bloodborne Pathogen Exposure Policy and provides required annual training in bloodborne pathogens to individuals who require training according to the OSHA Bloodborne Pathogen Standards.
#::For additional information, see the UNMC Infection Control web site at http://www.unmc.edu/infectioncontrol/.
#**'''Chemical Safety (RCRA and DOT Shipping)'''
#::Chemical Safety is responsible to analyze regulations and ensure compliance in the areas of EPA hazardous waste and FAA / DOT shipment of dangerous goods. Chemical Safety routinely performs compliance audits on all areas which generate hazardous waste or which ship dangerous goods. Chemical Safety is the point of contact for inspections performed by the EPA, State NDEQ, and FAA/DOT. The Chemical Safety Committee meets quarterly to review all issues involving hazardous waste and dangerous goods.
#::For additional information, see UNMC Policy No. 2002, Shipment of Hazardous Materials or Dangerous Goods or the UNMC Chemical Safety website at http://www.unmc.edu/CRSO/.
#*'''Security'''
#:Campus Security is coordinated by the UNMC Security Department. Security Officers undergo continuous on-the-job training to upgrade their skills. Members of the UNMC Security Department are not armed. They conduct foot and vehicular patrols of the campus 24 hours a day in an effort to deter criminal acts. Unsafe conditions noted by UNMC Security Officers during campus patrol are reported to Facilities Management and Planning.
#:On campus, the UNMC Security Department enforces University regulations. The UNMC Security Department also works very closely with the Omaha Police Department and county, state and federal authorities. Students, faculty and staff members are encouraged to make accurate and prompt reports to the UNMC Security Department and external law enforcement agencies. The department may assist students who choose to ask for help in notifying other appropriate authorities of offenses committed.
#:In accordance with the Student Right to Know and Campus Security Act of 1990, 20 U.S.C., Section 1092, Campus Security posts Daily Security Summary Reports, Security Alerts, and other security and personal safety related information on the Intranet at http://info.unmc.edu/security. Employees and students are encouraged to review the information on a routine basis and contact Campus Security with any questions or concerns.
#'''Compliance Training'''
#:All University of Nebraska Medical Center employees, students (including visiting students), and faculty (including but not limited to courtesy, adjunct, volunteers) must be knowledgeable of and comply with laws and regulations related to their duties or field of study.
#:Mandatory compliance training has been established to educate UNMC staff and students and meet regulatory requirements. A summary of these compliance training requirements and directions for accessing and completing this training can be found on the UNMC Intranet Compliance Training web page.
#:It is the individual's responsibility to complete the compliance training requirements. Failure to complete the training requirements will be grounds for corrective action up to and including dismissal or termination of employment. Delinquency notices will be sent according to the guidelines below:
{| class="wikitable"
|-
! Days Overdue (days past deadline date) !! Employees !! Students
|-
| 30 Days || E-mail/verbal notice from unit management || E-mail/verbal notice from Dean’s office
|-
| 60 Days || Letter from Human Resources || Letter from Vice Chancellor for Academic Affairs; records placed on hold.
|-
| 90 Days || Letter from Chancellor || Letter from Chancellor
|-
| 120 Days || Termination || Dismissal
|}
#'''Statement of Understanding'''
#:All employees and students shall sign a Statement of Understanding at the beginning of employment/start of school and annually thereafter, documenting that they have read, understand and agree to adhere to policies on: non-discrimination, including sexual harassment; privacy and information security; and drug-free workplace.
#:For additional information, please contact the [mailto:swrobel@unmc.edu Compliance Officer].
#:This page maintained by [mailto:dpanowic@unmc.edu dkp].

Subrecipient Policy

2012-08-20T16:58:32Z

Nirichardson:

Service Center

2012-08-20T16:52:45Z

Nirichardson:

[[Human Resources]] | [[Safety/Security]] | '''[[Research Compliance]]''' | [[Compliance]] | [[Privacy/Information Security]] | [[Business Operations]] | [[Intellectual Property]]
<br /><br />
[[Sponsored Programs]] | [[Direct Cost]] | [[Facilities & Administrative Cost]] | [[Institutional Base Salary]] | [[Unallowable Cost Policy]] | [[Sponsored Project Cost Share]] | [[Effort Certification]] | [[Cost Transfer]] | [[Service Center]] | [[Subrecipient Policy]]
<br /><br />

Policy No: '''6107'''<br />

Effective Date: '''06/27/02'''<br />

Revised Date: '''04/08/10'''<br />

Reviewed Date: '''04/08/10'''<br />

== Basis and Purpose of the Policy ==

The University at Nebraska Medical Center's (UNMC) policy for the financial management of service centers has been established to provide consistent operational practices among the various service center units and to ensure compliance with federal government regulations. This is important because UNMC conducts sponsored programs under federal government grants and contracts. Service center activities result in direct and indirect charges to sponsored grants and contracts. Therefore, Service Center policies and practices must reflect government regulatory costing principles such as those contained in the [http://www.whitehouse.gov/omb/rewrite/circulars/a021/a21_2004.html Office of Management Budget (OMB) Circular A-21], "Cost Principles for Educational Institutions," and those required by the [http://www.whitehouse.gov/omb/procurement_casb/ Cost Accounting Standards Board]. As a major research university, UNMC cost accounting must be consistent for all operations.<br />
<br />
== Definitions ==

'''Types of Auxiliaries at UNMC''' -

* '''Service Centers''' - Service centers are organizational units providing goods or services to users principally within the UNMC academic and administrative community for a calculated fee. All service centers are expected to recover the aggregate costs of their operations through charges to users and are expected to break even over time. Examples of service centers are UNMC printing services and various UNMC Core Facilities, such as the Confocal Microscope Core Facility, the DNA Sequencing Core Facility and the Cell Analysis Facility. Cost centers which purchase inventory and sell it to other departments without any additional mark-up or costs added to it are not a service center and should instead be considered a revolving center (see below).
* '''Auxiliary Enterprise''' - An organizational unit that provides goods or services primarily to students, faculty, staff and others for their own personal use, rather than as a service to internal University operations. Examples of auxiliary enterprises include the UNMC Bookstore and the Center for Healthy Living. Auxiliary enterprises are not subject to this policy.
* '''Revolving Center''' - A revolving center is an account established to run expenses through it but does not charge for any goods or services. Revolving centers are not subject to this policy.
* '''Student Fees''' - Student lab fees collected for lab supplies, technology, etc. Student fees are not subject to this policy.
* '''Contract Auxiliaries''' - Auxiliaries that involve negotiated contracts with an internal or external entity. Contract auxiliaries are not subject to this policy.
* '''Specialized Service Facility (SSF)''' - A service center that provides services that are highly complex. UNMC does not have a SSF but does have an Animal Research Facility (ARF) which follows the rules and regulations stipulated in the [http://www.ncrr.nih.gov/publications/comparative_medicine/CARS.pdf National Institute of Health's Cost Analysis and Rate Setting Manual for Animal Research Facilities].

'''Users''' - Purchasers of goods/services can be internal or external to UNMC.

* '''Internal''' - All colleges and institutions within UNMC are considered internal users as well as all University of Nebraska's campuses (e.g. University of Nebraska Omaha, Lincoln and Kearney).
* '''External''' - External users include the public, students, and any members of faculty or staff acting in a personal capacity.

'''Components of Costs in Rates''' - All costs, subsidies and revenue relating to a service center must be accounted for when determining charge rates.

* '''Direct Costs''' - All costs that can be specifically identified with a service or good provided by a service center.
# '''Direct Personnel''' - The salaries, wages and fringe benefits of all personnel directly related to the service center's activity (e.g. lab technicians or machine operators).
# '''Materials and Supplies''' - The costs of materials and supplies needed to operate a service center.
# '''Other expenses''' - Other operating expenses include rental and service contracts, equipment operating leases and professional services.
* '''Institutional Indirect Costs''' - The costs of administrative and supporting functions of UNMC. Institutional indirect costs consist of general administration and general expenses, such as executive management, payroll, accounting and personnel administration; operations and maintenance expenses, such as utilities, building maintenance and custodial services; building depreciation and interest associated with the financing of buildings; administrative and supporting services provided by academic departments; libraries; and special administrative services provided to sponsored projects.
* '''Capital Equipment''' - Capital equipment is an item with a purchase price over $5,000 and a useful life of at least one year.
* '''Service Center Child Account''' - A child account cost center is created to collect depreciation charges associated with capital equipment for a service center. Purchases of capital equipment for the service center should be capitalized through this account. Child should only be analyzed in conjunction with the operation cost center. Child accounts CANNOT be created or utilized without the approval of the Department of Financial Compliance and Cost Analysis (FCC). All depreciation entries will be calculated by FCC and booked by General Accounting.
* '''Depreciation''' - The depreciation of capital equipment charged to service center operations is based on the straight line method over the useful life of the asset.
* '''Useful Life''' - Service center capital equipment must be depreciated using the useful lives outlined in [http://info.unmc.edu/dept/accounting/index.cfm?CONREF=5#assets Capitalization Policy and Definitions] section of the Accounting Information Manual.
* '''Unallowable Costs''' - Costs that cannot be charged directly or indirectly to sponsored programs. These costs are specified in the OMB Circular A-21. Common examples of unallowable costs include advertising, alcoholic beverages, bad debts, charitable contributions, entertainment, fines and penalties, goods and services for personal use, interest (except interest related to the purchase or construction of buildings and equipment), selling and marketing expenses. See [[Unallowable Cost Policy|Policy 6103, Unallowable Costs]], for additional information.

'''Billing Rate''' - The amount charged to a user for a unit of service. Billing rates are usually computed by dividing the total annual costs of a service by the total number of billing units expected to be provided to users of the service for the year. (See rate setting procedure for further explanation).

* '''Billing Unit''' - The unit of service provided by a service center. Examples of billing units include hours of service, animal care days, tests performed, machine time used, etc.
* '''Break-even Concept''' - A rate development theory where revenues offset expenses over a reasonable period of time.
* '''Surplus''' - The amount of revenue generated by a service center that exceeds the cost of providing services during a fiscal year.
* '''Allowable Surplus''' - A surplus (including both the annual surplus and the carry forward surplus/deficit from prior years) equal to or less than 60 days worth of operating expenditures for a fiscal year.
* '''Deficit''' - The amount that the costs of providing services exceeds the revenue generated by the service center during a fiscal year.<br />

== Policy ==

Service centers can result in charges, directly or indirectly, to sponsored programs at UNMC. As a recipient of federal grants and contracts, UNMC must comply with cost principles and cost accounting standards promulgated by the federal government.

[http://www.whitehouse.gov/omb/rewrite/circulars/a021/a21_2004.html OMB Circular A-21]: The Cost Principles for Educational Institutions are set forth in the Office of Management and Budget Circular A-21. Section J.47 of OMB Circular A-21 deals specifically with service centers and is explicit in the following two concepts:

* recipients of federal funds are not to recover more than cost.
* recipients are not to discriminate in the price of services charged to governmental and non-governmental users.

The principles provide for recognition of the full allocated costs of federal grants and contracts with no provision for profit or other increment above actual incurred, documented costs.

Service centers also must follow three additional regulations stated in the [http://www.whitehouse.gov/omb/assets/omb/circulars/a133_compliance/04/pt3.pdf A-133 Compliance Supplement] (document page 3-B-39 & 3-B-40):

* capital reserves (cash balance at fiscal year end) are not to be in excess of 60 days of annual expenses.
* billing rates must exclude unallowable costs (see Policy 6103).
* billing rates are to be developed based on actual costs and adjusted annually.<br />

== Responsibilities ==

The Department of Financial Compliance and Cost Analysis (FCC) is responsible for reviewing service centers when there are more than $10,000 in federal charges within a fiscal year by a particular service center. FCC also must approve the use of depreciation in rate calculations for all service center that includes depreciation expense in their billing rate.<br />

== Guidelines ==

=== Service Center Billing Rates ===

Billing rates should be designed to recover the direct operating costs of providing the goods/services on an annual basis excluding all unallowable costs. Billing rates should be computed annually by the service center. The rates should be based on a reasonable estimate of the costs of providing the services for the year and the projected number of billing units for the one year period. The billing rate computation should be documented and maintained on file. Deficits or surpluses should be carried forward as an adjustment to the billing rates in the next fiscal year. Surpluses cannot exceed more than 60 days worth of operating expenses for the service center.<br />

=== Service Center Billing ===

All billing must be processed on a timely basis at established service center rates. Billing must not occur until the service has been rendered. Prepayments are not allowed. The service center must retain documentation supporting the charges, including documentation of the expenses and usage.<br />

=== Service Centers that Provide Multiple Services ===

Where a service center provides different types of services to users, separate billing rates should be established for each service that represents a significant activity within the service center. The costs, revenues, surpluses and deficits should also be separately identified for each service. The surplus or deficit related to each service should be carried forward as an adjustment to the billing rate for that service in the following period. The surplus from one service may be used to offset the deficit from another service only if the mix of users and level of services provided to each group of users is approximately the same.<br />

=== Cost Allocation ===

Where separate billing rates are used for different services provided by a service center, the costs related to each service must be separately identified through a cost allocation process. Cost allocations will also be needed where a cost partially relates to the operations of a service center and partially to other activities of a department or other organizational unit.

Depending on the specific circumstances involved, there may be two categories of cost that need to be allocated: (a) costs that are directly related to providing the services, such as the salaries of staff performing multiple services, (b) internal service center overhead.

When cost allocations are necessary, they should be made on an equitable basis that reflects the relative benefits each activity receives from the cost. For example, if an individual provides multiple services, an equitable distribution of his or her salary among the services can usually be accomplished by using the proportional amount of time the individual spends on each service. Other cost allocation techniques may be used for service center overhead and institutional indirect costs, such as the proportional amount of direct costs associated with each service, etc. Questions concerning appropriate cost allocation procedures should be directed to Financial Controls and Compliance.<br />

=== Service Center Accounting ===

To comply with the UNMC Accounting Policy, 3000, it is important that service centers use the correct general ledger account when recording revenue and expenditures. The complete list of general ledger accounts is located on Sapphire. For internal revenue transactions, general ledger account 481100, Sale Material & Service - Interdepartmental, should be utilized. External revenue transactions should use general ledger account 452100, Sale Material & Service.<br />

=== Equipment Purchases ===

Federal guidelines do not allow the purchase cost of capital equipment to be included in the calculation of the annual surplus or deficit. Also the equipment purchase cost may not be used in the rate setting calculation.<br />

=== Depreciation Expense ===

Federal guidelines allow for the recovery of depreciation associated with the capital assets. If the service center has been approved by FCC to include depreciation in the rate calculation, separate child accounts will be established for service centers to collect depreciation charges. All capital equipment purchases must be made from this child account or another funding source, not the service center's general operating cost center. Depreciation of equipment purchased by the federal government cannot be included in the user rates.

Service center equipment must be depreciated using the useful lives outlined in the [[General Accounting|General Accounting Policy, 3000]].

Service centers which include depreciation in their rates must have funds or activities associated with the equipment to capture depreciation. It is important that the government not be charged for the depreciation of a piece of equipment through a user charge and again through UNMC's federally negotiated Facilities & Administration rate. To avoid this duplicate charge, '''FCC will review and approve rates for any service center that includes depreciation in their rates.'''<br />

=== Non-discriminatory Rates ===

A service center must charge '''all internal users''' the same rate for the same level of services or products purchased in the same circumstances. The use of special rates, such as for high volume work, is allowed, but the special rates must be equally available to all users.<br />

=== Services Provided to Outside Parties ===

If a service center activity provides services to individuals or organizations outside of the University, the billing rates may include institutional indirect costs even though these costs are not included in the rates for internal University users. Any amounts charged to outside parties in excess of the regular internal University billing rates should be excluded from the computation of a service center's surpluses and deficits for purposes of making carry-forward adjustments to future billing rates.<br />

=== Transfers of Funds Out of Service Centers ===

It is normally not appropriate to transfer funds out of a service center account to the University's general funds or other accounts. If a transfer involves funds that have accumulated in a service center account because of prior or current year activity, an adjustment to user charges to compensate for the surpluses may be necessary. In the case of surpluses due to premiums charged to external users, these funds, once identified, may be transferred out to other accounts.<br />

=== Subsidized Service Centers ===

In some instances, the University, or a school or department, may elect to subsidize the operations of a service center, either by charging billing rates that are intended to be lower than costs or by not making adjustments to future rates for a service center's deficits. Service center deficits caused by intentional subsidies cannot be carried forward as adjustments to future billing rates. Since subsidies can result in a loss of funds to the University, they should be provided only when there is a sound programmatic reason.

Any questions about this policy should be referred to [http://mailto:wlawlor@unmc.edu Financial Controls and Compliance].<br />

[http://www.whitehouse.gov/omb/rewrite/circulars/a021/a21_2004.html OMB Circular A-21] / [http://www.whitehouse.gov/omb/procurement_casb/ Cost Accounting Standards Board] / [http://www.ncrr.nih.gov/publications/comparative_medicine/CARS.pdf National Institute of Health's Cost Analysis and Rate Setting Manual for Animal Research Facilities] / [[General Accounting|General Accounting Policy, UNMC Policy No. 3000]] / [http://info.unmc.edu/dept/accounting/index.cfm?CONREF=5 Accounting Information Manual] / [[Unallowable Cost Policy|Unallowable Costs Policy, UNMC Policy No. 6103]] / [http://www.whitehouse.gov/omb/assets/omb/circulars/a133_compliance/04/pt3.pdf A-133 Compliance Supplement] / [http://sapphire.nebraska.edu/content/glaccountlistlinks/reference%20materials_doc/html/index.htm General Ledger Account Listings] / [http://info.unmc.edu/dept/fincompliance/index.cfm?L1_ID=2&CONREF=24 Rate Setting Procedure]

This page maintained by [http://mailto:dpanowic@unmc.edu dkp].

Cost Transfer

2012-08-20T16:40:01Z

Nirichardson:

Effort Certification

2012-08-20T16:27:50Z

Nirichardson:

Unallowable Cost Policy

2012-08-20T15:58:59Z

Nirichardson:

Enterprise Threat Assessment Response Team

2012-08-16T18:11:26Z

Nirichardson:

Medical Surveillance

2012-08-16T17:29:40Z

Nirichardson:

[[Human Resources]] | '''[[Safety/Security]]''' | [[Research Compliance]] | [[Compliance]] | [[Privacy/Information Security]] | [[Business Operations]] | [[Intellectual Property]]
<br /><br />
[[Safety Policy]] | [[Deadly Weapon Policy]] | [[Shipping Hazardous Materials]]| [[Latex Sensitivity]] | [[Bloodborne Pathogens Exposure]] | [[Waste Handling]] | [[Portable Space Heaters]] | [[Children in the Workplace]] | [[Pets in the Workplace]] | [[Tuberculosis Exposure]] | [[Food, Drinks and Cosmetic Use in Laboratory Areas]] | [[Medical Surveillance]] | [[Threat Assessment and Management Team]]
<br /><br />

Policy No.: '''2011''' <br />
Effective Date: '''02/15/2011''' <br />
Revised Date:
Reviewed Date: '''02/14/2011'''<br />

== Policy ==

The purpose of the medical surveillance program is to evaluate the health of employees related to their potential occupational exposures to hazardous agents. This program will also assure compliance with various regulations which require medical monitoring when employees use certain materials, are exposed to certain biological or physical hazards or are members of certain regulated occupational groups. This policy does not include ergonomic-related illnesses and work-related injuries/illnesses (worker's compensation claims) covered under the University Workers Compensation Program. <br /><br />
Those working with animals should refer to the [http://www.unmc.edu/comparativemed/index.cfm?L1_ID=9&CONREF=12 Summary of the UNMC Occupational Health & Safety Program for Personnel with Animal Contact].

== Responsibility ==
=== Employee ===
1. Complete the pre-employment medical surveillance based upon the position description or as determined following a review of the employee job tasks against the medical surveillance criteria.<br />
2. Participate in an on-going medical surveillance program based upon the position description or as determined following a review of the employee job tasks against the medical surveillance criteria. <br />
3. Following an exposure or other adverse event, notify your supervisor and do the following:<br />
:a. If obvious intervention is needed, report to Employee Health during business hours or to the Emergency Department if during holidays, evenings or weekends; or
: b. If intervention is not obvious, call 9-OUCH (9-6824) or page 402-888-OUCH to discuss exposure and determine if medical intervention is needed.
: c. Follow the recommendation for intervention.

4. Following any exposure or adverse event, the employee must complete a [http://www.unmc.edu/hr/Forms/ConRptofOccur.pdf Confidential Report of Occurrence] form for incidents or injuries related occupational exposures to hazardous agents. <br />
=== Supervisor ===
1. Update position descriptions as needed to accurately reflect the elements of the job including exposures, personal protective equipment, physical requirements, etc. <br />
2. Review employee job tasks against the medical surveillance criteria listed below.<br />
3. Coordinate with Employee Health when medical surveillance is indicated for an employee.<br />
4. Encourage employees to self identify to Employee Health any medical concerns involving occupational exposure risks. <br />
=== The Campus Safety Office ===

1. Serve as program administrator and coordinate the campus medical surveillance program. <br />
2. Act as liaison with the Employee Health personnel and other employees. <br />
3. Provide exposure evaluations when deemed necessary.<br />
4. Provide feedback to supervisors on medical surveillance inquiries.<br />
5. Monitors the Occupational Injury and Illness Report for possible research related accidents and illnesses.<br />
=== Employee Health ===

1. Provide medical surveillance exam for employee based upon the position description or as determined following a review of the employee job tasks against the medical surveillance criteria. <br />
2. Refer to other medical providers as deemed appropriate and approved by the medical center. <br />
3. Make recommendations based on the exam results. <br />
4. Maintain medical records and make them available to employee. <br />
5. Provide post-exposure follow up and referral as needed.<br />
== Procedures/Guidelines ==
=== Pre-Employment Medical Surveillance Criteria ===

Departments will review and update position descriptions prior to posting to assure they accurately reflect the elements of the job including exposures, personal protective equipment, physical requirements, etc. Employees' inclusion in the medical surveillance program will be based on the elements of the job and safety surveys in which exposures to various stressors are evaluated. <br /><br />

Campus Safety will request list of those personnel in positions with job elements meeting the medical surveillance criteria annually. <br /><br />

Departments are responsible for scheduling periodic exams as required and, when necessary, medical surveillance examinations will be scheduled for affected employees with the Employee Health. <br /><br />

Generally, affected employees will undergo a work history, a medical history, and a medical examination; these elements are used to establish a baseline of the employees' health and then used to monitor their future health as it relates to their potential occupational exposures to hazardous agents.<br /><br />

Specific test results and other personal medical information generated by these exams will be kept confidential between the employee and medical personnel. The employee can contact the health care professional who performed the exam with any questions regarding the test results. According to federal law, employees have the right to request copies of their medical or exposure records at any time by contacting Employee Health for medical records and Campus Safety for exposure records.
Campus Safety has adopted these criteria based on OSHA requirements. The criteria are subject to modification upon periodic review. [http://info.unmc.edu/safety/PDF/Table%201%20Required%20Medical%20Examination%20by%20Job.pdf Table 1] lists examples of jobs which required a medical examination. It is not all inclusive. [http://info.unmc.edu/safety/PDF/Table%202%20Medical%20Examinations.pdf Table 2] lists the medical examination parameters.<br /><br />

1. Medical surveillance will be required for employees who: <br />

:a. Have exposure to noise levels exceeding 85 dBA in an 8 hour time weighted average exposure.
: b. Wear a respirator.
: c. Have exposure to asbestos above the permissible limit or excursion limit for 30 days/year; perform Class 1, 2, or 3 asbestos work for 30 days/year.
: d. Use any of the following 13 OSHA regulated human carcinogens:

::4-Nitrobiphenyl
::Alpha-Naphthylamine
::Methyl Chloromethyl Ether
::3,3' Dichlorobenzine (and its salt)
::Bis-Chloromethyl Ether
::Beta-Naphthylamine
::Benzidine
::4-Aminodiphenyl
::Ethyleneamine
::Beta-Propiolactone
::2-Acetylamino Fluorine
::4- Dimethylaminoazobenzine
::N-Nitrosodimethylamine

: e. Use Vinyl Chloride and are exposed above the action level.
: f. Use Inorganic arsenic and are exposed above the action level for at least 30 days/year and based on previous exposure.
: g. Use Metallic Lead, Inorganic Lead, or Organic Lead Soaps and are exposed above the action level for greater than 30 days/year.
: h. Use Benzene and are exposed above the action level for greater than 30 days/year and based on additional requirements.
: i. Are exposed to or use biohazardous agents as a part of their job activities (to include "occupational exposure" to Bloodborne Pathogens [see [http://www.unmc.edu/media/infectionk/pdf/unmc_bbp_revised_final_11_2009.pdf UNMC Bloodborne Pathogen Exposure Control Plan]].<br />
::NOTE: The Institutional Biosafety Committee "Protocol for Research Involving Biohazardous Materials" must be completed and approved by the campus IBC prior to conducting research on campus with biohazardous agents or in any situation where select agents are used in research or diagnostic procedures. This protocol includes completion of a section entitled, "Risk for Occupational Exposure" which requires the primary investigator to describe precautions necessary to prevent occupational exposure to the biohazardous agent and to list the specific trainings and vaccination(s) required, if necessary, to handle the biohazardous agents. In additions, the PI or laboratory supervisor is required to obtain a copy of the Post Exposure Agent Specific Protocol for the biohazardous agent being used in the laboratory. <br />
:j. Use 1,2 - Dibromo-3-Chloropropane, working in a regulated area or may be exposed in an emergency situation.
: k. Are exposed to Acrylonitrile above the action level.
: l. Are exposed to Ethylene Oxide at or above the action for at least 30 days/year.
: m. Are exposed to Formaldehyde greater than the action level or greater than the short term exposure limit.
: n. Are exposed to Methylenedianiline greater than or equal to the action level for 30 days/year.
: o. Are exposed to Cadmium greater than or equal to the action level for 30days/year.
: p. Are members of a hazardous waste and emergency response (HAZMAT) team.

=== Exposures - Radioactive Materials ===

1. For incidences not involving personal injury: <br />
Radiation Safety Office: Dial 9-6356. <br />
After Hours: Dial 9-5555.
2. For contamination involving personal injury (e.g., open wounds, cuts, etc.) the procedure is as follows: <br />
:a. Provide first aid and medical stabilization to the extent possible.
: b. Contact the Radiation Health Center Emergency number (ext. 9-5299) for immediate help.<br /><br />

This information is included in the [http://info.unmc.edu/safety/PDF/UNMC%20FLIPCHART.pdf Emergency Preparedness Guide]
=== Exposures - Chemicals ===

Contact the Campus Emergency Number 9-5555 (off campus 911) If the exposure has resulted in the person being grossly contaminated, injured or incapable of rending aid to themselves or if providing assistance to the injured party would put the rescuer at risk. Contact the 9-OUCH (9-6824) or 402-888-OUCH for guidance for all other chemical exposures.
The poison control center can provide some guidance but will need to know the name of the chemical/substance. In the Omaha area, call 402-955-5555 or call toll-free 1-800-222-1222.<br /><br />

This information is included in the [http://info.unmc.edu/safety/PDF/UNMC%20FLIPCHART.pdf Emergency Preparedness Guide]. <br />
=== Exposures - Biological Agents and Materials ===

Contact 9-OUCH (9-6824) or 402-888-OUCH (pager) for guidance. This number will be answered 24/7 by the Medical Call Center triage nurse who will determine where the employee should report for follow up care. Expert consultation will guide the triage process. Case management for all biologic exposures will be completed through Employee Health.<br /><br />

A post exposure treatment algorithm and agent specific protocols have been developed for biological agents and materials (referred to as the Post Exposure Agent Specific Protocols). Protocols have been established to address agents for the types of exposures that could occur on campus. All Institutional Biosafety Committee applications involving research with biological agents must include information for post exposure management. Information regarding biological incidents and spills is included in the [http://info.unmc.edu/safety/PDF/UNMC%20FLIPCHART.pdf Emergency Preparedness Guide].<br /><br />

== Incident Reporting ==

A [http://www.unmc.edu/hr/Forms/ConRptofOccur.pdf Confidential Report of Occurrence] form should be completed by the employee anytime there is an occurrence that could have or did result in an injury or damage to property. This includes Research-Related Adverse Events (see [http://www.unmc.edu/media/ibc/ibc24_adverse_events_09apr2010.doc Reporting of Research-Related Adverse Event SOP#UNMC-IBC 24]) <br /><br />

A First Report of Incident Form will need to be completed and signed by the supervisor with input from the employee.<br /><br />

== Confidentiality and Access to Medical Records ==
Each person included as a part of the Medical Surveillance Program will have a confidential medical record including documentation of immunizations and other medical services received through the program. These records will be maintained in Employee Health. Only immunization/test dates and information pertinent to job exposures, job functions, or risk will be provided to the employee's supervisor. <br /><br />
== Supplemental Information ==
Table 1. [http://info.unmc.edu/safety/PDF/Table%201%20Required%20Medical%20Examination%20by%20Job.pdf Required Medical Examination by Job]
Table 2. [http://info.unmc.edu/safety/PDF/Table%202%20Medical%20Examinations.pdf Medical Examinations - specific examination parameters] <br /><br />

For additional information, see the [http://info.unmc.edu/safety/ Safety] website, contact the [http://mailto:jhauser@unmc.edu Safety Manager] (402-559-7315), or see [http://info.unmc.edu/safety/PDF/Table%201%20Required%20Medical%20Examination%20by%20Job.pdf Table 1] and [http://info.unmc.edu/safety/PDF/Table%202%20Medical%20Examinations.pdf Table 2].<br />
This page maintained by [http://mailto:dpanowic@unmc.edu dkp].

Food, Drinks and Cosmetic Use in Laboratory Areas

2012-08-16T15:59:42Z

Nirichardson:

Tuberculosis Exposure

2012-08-16T15:45:35Z

Nirichardson:

Pets in the Workplace

2012-08-15T18:16:43Z

Nirichardson:

Children in the Workplace

2012-08-15T18:15:32Z

Nirichardson:

Portable Space Heaters

2012-08-15T18:10:59Z

Nirichardson:

Waste Handling

2012-08-15T18:10:17Z

Nirichardson:

[[Human Resources]] | '''[[Safety/Security]]''' | [[Research Compliance]] | [[Compliance]] | [[Privacy/Information Security]] | [[Business Operations]] | [[Intellectual Property]]
<br /><br />
[[Safety Policy]] | [[Deadly Weapon Policy]] | [[Shipping Hazardous Materials]]| [[Latex Sensitivity]] | [[Bloodborne Pathogens Exposure]] | [[Waste Handling]] | [[Portable Space Heaters]] | [[Children in the Workplace]] | [[Pets in the Workplace]] | [[Tuberculosis Exposure]] | [[Food, Drinks and Cosmetic Use in Laboratory Areas]] | [[Medical Surveillance]] | [[Threat Assessment and Management Team]]
<br /><br />
<p>Policy No: <strong>2005</strong><br />Effective Date: <strong>08/25/06</strong><br />Revised Date: <strong>04/12/10</strong><br />Reviewed Date: <strong>04/15/10</strong></p>
<p>It is the policy of The University of Nebraska Medical Center (UNMC) to manage waste in a manner designed to protect patients, employees, students, contractors, visitors and volunteers, as well as the environment. Waste handling is accomplished in a cost effective manner in accordance with all applicable local, state and federal regulations and laws. Waste which cannot be reused or recycled will be disposed of in accordance with this policy. </p>
<h2>BIOHAZARD WASTE</h2>
<p>Biohazard waste (infectious waste) is defined as material of biological origin capable of producing an infectious disease in humans or animals and includes at a minimum blood, body fluids, discarded sharps and inoculated culture media.</p>
<p>Biohazard waste is composed of two broad categories to include sharps and nonsharps, and can be further subdivided by type. See the definitions outlined in [http://info.unmc.edu/safety/PDF/2005%20WASTE%20HANDLING%20ATTACHMENTS%20Nov%202009.pdf Attachment I] for further details.<br /><br />Biohazard waste, except for sharps, shall be contained in disposable plastic bags or containers that are tear-resistant, leak-proof, and secured to prevent leakage or expulsion of solid or liquid waste during storage, handling or transport.</p>
<ol>
<li>Biohazard waste will be transported in covered containers designated for biohazardous waste.</li>
<li>Bags will meet current tear and impact resistance requirements, will conform to current maximum size and weight restrictions, and will be labeled as biohazardous. The top of the inner bag must be closed by twisting it closed and tying in a single knot. It is preferred that infectious waste be placed directly into rigid reusable containers supplied by the waste contractor at the site of origin.</li>
<li> Prior to transport off campus, all biohazardous waste will be placed in an approved leak-proof container such as disposable or reusable pails, reusable sharps containers, cartons, boxes, drums, or portable bins. These containers will be clearly marked and labeled in accordance with DOT and OSHA regulatory requirements. All containers will be closed and completely sealed.</li>
<li>Suction canisters containing blood or other body fluids must be carefully emptied or contents may be sealed and placed in rigid reusable biohazardous waste containers with absorbent material. Personnel must wear appropriate protective equipment to minimize exposure to potential pathogens if contents are emptied. The contents may be solidified and discarded using approved methods if emptying the contents is not practical. The empty suction canisters must be handled and discarded as biohazard waste.</li>
<li>Equipment and linen contaminated with biohazard material or biological agents must be handled and decontaminated in accordance with the guidelines established in the Bloodborne Pathogen Exposure Control Plan (See The Nebraska Medical Center Policies and Procedures, IC13, Bloodborne Pathogens Exposure Control Plan; UNMC Policy 2004, Bloodborne Pathogens Exposure Policy). Equipment and linen are not thrown away as a biohazard. Items are cleaned first and appropriate personnel will determine if an item must be discarded due to contamination.</li>
<li>Infectious sharps, medical sharps, broken contaminated glass and pipettes contaminated with infectious material must be disposed of in leak-proof, rigid, puncture-resistant and break-resistant containers. Sharps containers must be approved by Safety Operations and the UNMC Safety Office. These containers must be sealed shut when they are 3/4 full and placed with the biohazard waste for pick up and disposal. Sharps containers should be bagged and sealed as outlined above if they contain liquids in the form of blood, body fluids or medications. Disposable sharps containers 4 gallons or smaller are sealed closed and placed in the biohazard waste tub for disposal. Larger disposable sharps containers which will not fit into biohazard tubs for shipping must be in a shippable container, approved by DOT for shipment of sharps with no other packaging required. Reusable sharps containers regardless of size are sealed closed and then transported by the vendor to a facility which handles emptying and disinfecting the containers as well as decontamination of the sharps for disposal.</li>
<li>The use of re-usable sharps containers is acceptable with the written approval of the UNMC Safety Manager. Containers will be handled and processed in a manner consistent with acceptable regulatory guidelines.</li>
<li>Non-EPA regulated chemotherapy waste (See [http://info.unmc.edu/safety/PDF/2005%20WASTE%20HANDLING%20ATTACHMENTS%20Nov%202009.pdf Attachment 2] for a list of EPA regulated chemotherapy agents), pathological or other waste requiring incineration (human or animal remains or excised tissue) are marked clearly with the "incineration only" stickers provided by the biohazard waste contractor. The stickers are available from the biohazard waste contractor. Information on obtaining the incineration stickers can be obtained from UNMC Safety at 9-7315.</li>
<li>Special Circumstances in Handling Biohazard Waste</li>
<ol>
<li>Placentas for disposal will be labeled for incineration.</li>
<li>Tissue dissected from surgical pathology or autopsy specimens are disposed by incineration. See H. above.</li>
<li>Biosafety-Level 3 containment laboratories shall have all waste generated in such labs either decontaminated prior to removal from the lab or wrapped and placed into a sealed container prior to removal from lab for decontamination on site.</li>
<li>Any materials/substances coming out of a laboratory with concentrated infectious agents, such as an HIV/HBV production facility, must be decontaminated on site before leaving the facility.</li>
<li>Biocontainment unit biohazard waste will be handled in accordance with acceptable guidelines. Known or suspected Risk Group 4 waste ([http://info.unmc.edu/safety/PDF/2005%20WASTE%20HANDLING%20ATTACHMENTS%20Nov%202009.pdf See Attachment]) is autoclaved on site before leaving the facility.</li>
</ol>
<li>Only trained and certified individuals shall sign Regulated Medical Waste (biohazardous) transport shipping papers. These individuals are signing for the organization and as such are not held financially responsible for any penalties or fines that may be imposed by regulatory agencies (i.e., OSHA, DOT, etc) so long as they are acting in a reasonable manner, consistent with their training and UNMC policy.</li>
</ol>
<h2>CHEMICAL AND HAZARDOUS WASTE</h2>
<ol>
<li>Chemical and Hazardous Waste is any chemical material for disposal and includes both hazardous and non-hazardous chemicals. Chemicals and chemical materials like lead acid batteries and aerosol cans are disposed of in accordance with the Chemical Safety Manual and are removed from the premises by a licensed contractor. Contact the UNMC Chemical Safety Office at ext. 9-6356 for disposal guidelines.</li>
<li>Aerosol cans are picked up by Environmental Services in most locations except labs, where they are tagged for pick-up by UNMC Chemical and Radiation Safety. Cans are punctured in accordance with applicable Nebraska law, and the metal recycled.</li>
</ol>
<h2>RADIOACTIVE WASTE</h2>
<p>Radioactive waste is any material with detectable radioactivity above background levels. These materials are handled in accordance with Radioactive Materials and Waste policies and procedures. Contact the UNMC Radiation Safety Office at 9-6356 for disposal guidelines.</p>
<h2>RECYCLABLE WASTE</h2>
<p>Recyclable waste includes mixed paper, cardboard, plastic, tin, scrap metal and aluminum. Recyclable material containing confidential information is safeguarded from the time of generation through destruction. See UNMC Policy 6056 Retention and Destruction/Disposal of Private and Confidential Information for guidelines on the proper destruction of confidential materials. Questions concerning recycling can be addressed by calling ext. 9-4100.</p>
<h2>GENERAL WASTE</h2>
<p>General waste is anything which does not fit into other waste categories and is transported and disposed via a contracted service using normal waste handling methods.</p>
<ol>
<li>Uncontaminated glass is placed in rigid containers and labeled as to the contents.</li>
<li>Compressed gas cylinders are returned to the vendor when empty. Contact Safety Ext 9-7315 to arrange disposal of single use disposable cylinders.</li>
<li>Asbestos must be disposed in accordance with all applicable state, federal and local guidelines. Contact Facilities Management to arrange for disposal of items containing asbestos.</li>
</ol>
<h2>UNIVERSAL WASTE</h2>
<ol>
<li>Universal wastes are any of the following hazardous wastes subject to the State of Nebraska universal waste requirements. Questions concerning disposal of universal waste can be addressed by calling 9-6356.</li>
<li>Batteries - Nickel cadmium (rechargeable), button (calculator, watch) or lithium batteries.</li>
<li>Mercury containing lamps - light emitting bulbs containing mercury, including fluorescent, high pressure sodium, mercury vapor and metal halide lamps.</li>
<li>Mercury containing items (thermostats, switches, manometers, sphygmomanometers, etc).</li>
<li>Electronic items (circuit boards, computer monitors)</li>
<li>Pesticides</li>
</ol>
<p>For additional information, please see [http://info.unmc.edu/safety/PDF/2005%20WASTE%20HANDLING%20ATTACHMENTS%20Nov%202009.pdf Attachment I and Attachment 2] or contact the [http://mailto:jhauser@unmc.edu Safety Manager].<br />This policy maintained by [http://mailto:dpanowic@unmc.edu dkp].</p>

Waste Handling

2012-08-15T18:09:22Z

Nirichardson:

[[Human Resources]] | '''[[Safety/Security]]''' | [[Research Compliance]] | [[Compliance]] | [[Privacy/Information Security]] | [[Business Operations]] | [[Intellectual Property]]
<br /><br />
[[Safety Policy]] | [[Deadly Weapon Policy]] | [[Shipping Hazardous Materials]]| [[Latex Sensitivity]] | [[Bloodborne Pathogens Exposure]] | [[Waste Handling]] | [[Portable Space Heaters]] | [[Children in the Workplace]] | [[Pets in the Workplace]] | [[Tuberculosis Exposure]] | [[Food, Drinks and Cosmetic Use in Laboratory Areas]] | [[Medical Surveillance]] | [[Threat Assessment and Management Team]]
<br /><br />
<p>Policy No: <strong>2005</strong><br />Effective Date: <strong>08/25/06</strong><br />Revised Date: <strong>04/12/10</strong><br />Reviewed Date: <strong>04/15/10</strong></p>
<p>It is the policy of The University of Nebraska Medical Center (UNMC) to manage waste in a manner designed to protect patients, employees, students, contractors, visitors and volunteers, as well as the environment. Waste handling is accomplished in a cost effective manner in accordance with all applicable local, state and federal regulations and laws. Waste which cannot be reused or recycled will be disposed of in accordance with this policy. </p>
<h2>BIOHAZARD WASTE</h2>
<p>Biohazard waste (infectious waste) is defined as material of biological origin capable of producing an infectious disease in humans or animals and includes at a minimum blood, body fluids, discarded sharps and inoculated culture media.</p>
<p>Biohazard waste is composed of two broad categories to include sharps and nonsharps, and can be further subdivided by type. See the definitions outlined in [http://info.unmc.edu/safety/PDF/2005%20WASTE%20HANDLING%20ATTACHMENTS%20Nov%202009.pdf Attachment I] for further details.<br /><br />Biohazard waste, except for sharps, shall be contained in disposable plastic bags or containers that are tear-resistant, leak-proof, and secured to prevent leakage or expulsion of solid or liquid waste during storage, handling or transport.</p>
<ol>
<li>Biohazard waste will be transported in covered containers designated for biohazardous waste.</li>
<li>Bags will meet current tear and impact resistance requirements, will conform to current maximum size and weight restrictions, and will be labeled as biohazardous. The top of the inner bag must be closed by twisting it closed and tying in a single knot. It is preferred that infectious waste be placed directly into rigid reusable containers supplied by the waste contractor at the site of origin.</li>
<li> Prior to transport off campus, all biohazardous waste will be placed in an approved leak-proof container such as disposable or reusable pails, reusable sharps containers, cartons, boxes, drums, or portable bins. These containers will be clearly marked and labeled in accordance with DOT and OSHA regulatory requirements. All containers will be closed and completely sealed.</li>
<li>Suction canisters containing blood or other body fluids must be carefully emptied or contents may be sealed and placed in rigid reusable biohazardous waste containers with absorbent material. Personnel must wear appropriate protective equipment to minimize exposure to potential pathogens if contents are emptied. The contents may be solidified and discarded using approved methods if emptying the contents is not practical. The empty suction canisters must be handled and discarded as biohazard waste.</li>
<li>Equipment and linen contaminated with biohazard material or biological agents must be handled and decontaminated in accordance with the guidelines established in the Bloodborne Pathogen Exposure Control Plan (See The Nebraska Medical Center Policies and Procedures, IC13, Bloodborne Pathogens Exposure Control Plan; UNMC Policy 2004, Bloodborne Pathogens Exposure Policy). Equipment and linen are not thrown away as a biohazard. Items are cleaned first and appropriate personnel will determine if an item must be discarded due to contamination.</li>
<li>Infectious sharps, medical sharps, broken contaminated glass and pipettes contaminated with infectious material must be disposed of in leak-proof, rigid, puncture-resistant and break-resistant containers. Sharps containers must be approved by Safety Operations and the UNMC Safety Office. These containers must be sealed shut when they are 3/4 full and placed with the biohazard waste for pick up and disposal. Sharps containers should be bagged and sealed as outlined above if they contain liquids in the form of blood, body fluids or medications. Disposable sharps containers 4 gallons or smaller are sealed closed and placed in the biohazard waste tub for disposal. Larger disposable sharps containers which will not fit into biohazard tubs for shipping must be in a shippable container, approved by DOT for shipment of sharps with no other packaging required. Reusable sharps containers regardless of size are sealed closed and then transported by the vendor to a facility which handles emptying and disinfecting the containers as well as decontamination of the sharps for disposal.</li>
<li>The use of re-usable sharps containers is acceptable with the written approval of the UNMC Safety Manager. Containers will be handled and processed in a manner consistent with acceptable regulatory guidelines.</li>
<li>Non-EPA regulated chemotherapy waste (See <a href="http://info.unmc.edu/safety/PDF/2005%20WASTE%20HANDLING%20ATTACHMENTS%20Nov%202009.pdf" target="_blank">Attachment 2</a> for a list of EPA regulated chemotherapy agents), pathological or other waste requiring incineration (human or animal remains or excised tissue) are marked clearly with the "incineration only" stickers provided by the biohazard waste contractor. The stickers are available from the biohazard waste contractor. Information on obtaining the incineration stickers can be obtained from UNMC Safety at 9-7315.</li>
<li>Special Circumstances in Handling Biohazard Waste</li>
<ol>
<li>Placentas for disposal will be labeled for incineration.</li>
<li>Tissue dissected from surgical pathology or autopsy specimens are disposed by incineration. See H. above.</li>
<li>Biosafety-Level 3 containment laboratories shall have all waste generated in such labs either decontaminated prior to removal from the lab or wrapped and placed into a sealed container prior to removal from lab for decontamination on site.</li>
<li>Any materials/substances coming out of a laboratory with concentrated infectious agents, such as an HIV/HBV production facility, must be decontaminated on site before leaving the facility.</li>
<li>Biocontainment unit biohazard waste will be handled in accordance with acceptable guidelines. Known or suspected Risk Group 4 waste (<a href="http://info.unmc.edu/safety/PDF/2005%20WASTE%20HANDLING%20ATTACHMENTS%20Nov%202009.pdf" target="_blank">See Attachment</a>) is autoclaved on site before leaving the facility.</li>
</ol>
<li>Only trained and certified individuals shall sign Regulated Medical Waste (biohazardous) transport shipping papers. These individuals are signing for the organization and as such are not held financially responsible for any penalties or fines that may be imposed by regulatory agencies (i.e., OSHA, DOT, etc) so long as they are acting in a reasonable manner, consistent with their training and UNMC policy.</li>
</ol>
<h2>CHEMICAL AND HAZARDOUS WASTE</h2>
<ol>
<li>Chemical and Hazardous Waste is any chemical material for disposal and includes both hazardous and non-hazardous chemicals. Chemicals and chemical materials like lead acid batteries and aerosol cans are disposed of in accordance with the Chemical Safety Manual and are removed from the premises by a licensed contractor. Contact the UNMC Chemical Safety Office at ext. 9-6356 for disposal guidelines.</li>
<li>Aerosol cans are picked up by Environmental Services in most locations except labs, where they are tagged for pick-up by UNMC Chemical and Radiation Safety. Cans are punctured in accordance with applicable Nebraska law, and the metal recycled.</li>
</ol>
<h2>RADIOACTIVE WASTE</h2>
<p>Radioactive waste is any material with detectable radioactivity above background levels. These materials are handled in accordance with Radioactive Materials and Waste policies and procedures. Contact the UNMC Radiation Safety Office at 9-6356 for disposal guidelines.</p>
<h2>RECYCLABLE WASTE</h2>
<p>Recyclable waste includes mixed paper, cardboard, plastic, tin, scrap metal and aluminum. Recyclable material containing confidential information is safeguarded from the time of generation through destruction. See UNMC Policy 6056 Retention and Destruction/Disposal of Private and Confidential Information for guidelines on the proper destruction of confidential materials. Questions concerning recycling can be addressed by calling ext. 9-4100.</p>
<h2>GENERAL WASTE</h2>
<p>General waste is anything which does not fit into other waste categories and is transported and disposed via a contracted service using normal waste handling methods.</p>
<ol>
<li>Uncontaminated glass is placed in rigid containers and labeled as to the contents.</li>
<li>Compressed gas cylinders are returned to the vendor when empty. Contact Safety Ext 9-7315 to arrange disposal of single use disposable cylinders.</li>
<li>Asbestos must be disposed in accordance with all applicable state, federal and local guidelines. Contact Facilities Management to arrange for disposal of items containing asbestos.</li>
</ol>
<h2>UNIVERSAL WASTE</h2>
<ol>
<li>Universal wastes are any of the following hazardous wastes subject to the State of Nebraska universal waste requirements. Questions concerning disposal of universal waste can be addressed by calling 9-6356.</li>
<li>Batteries - Nickel cadmium (rechargeable), button (calculator, watch) or lithium batteries.</li>
<li>Mercury containing lamps - light emitting bulbs containing mercury, including fluorescent, high pressure sodium, mercury vapor and metal halide lamps.</li>
<li>Mercury containing items (thermostats, switches, manometers, sphygmomanometers, etc).</li>
<li>Electronic items (circuit boards, computer monitors)</li>
<li>Pesticides</li>
</ol>
<p>For additional information, please see [http://info.unmc.edu/safety/PDF/2005%20WASTE%20HANDLING%20ATTACHMENTS%20Nov%202009.pdf Attachment I and Attachment 2] or contact the [http://mailto:jhauser@unmc.edu Safety Manager].<br />This policy maintained by [http://mailto:dpanowic@unmc.edu dkp].</p>

Bloodborne Pathogens Exposure

2012-08-15T18:07:28Z

Nirichardson:

Latex Sensitivity

2012-08-15T18:05:16Z

Nirichardson:

[[Human Resources]] | '''[[Safety/Security]]''' | [[Research Compliance]] | [[Compliance]] | [[Privacy/Information Security]] | [[Business Operations]] | [[Intellectual Property]]
<br /><br />
[[Safety Policy]] | [[Deadly Weapon Policy]] | [[Shipping Hazardous Materials]]| [[Latex Sensitivity]] | [[Bloodborne Pathogens Exposure]] | [[Waste Handling]] | [[Portable Space Heaters]] | [[Children in the Workplace]] | [[Pets in the Workplace]] | [[Tuberculosis Exposure]] | [[Food, Drinks and Cosmetic Use in Laboratory Areas]] | [[Medical Surveillance]] | [[Threat Assessment and Management Team]]
<br /><br />
<p>POLICY NO: <strong>2003</strong> <br />EFFECTIVE DATE: <strong>05/15/01</strong></p>
<p>Prevention and Management of Latex Sensitivity Policy</p>
<h2>Basis for Policy</h2>

<p>The [http://www.nebraska.edu/board/board_policies.shtml University of Nebraska Board of Regents Policy] 6.3.5 requires that the [http://www.unmc.edu/ University of Nebraska Medical Center] (UNMC) develop and implement an effective written Injury and Illness Prevention Program (IIPP) which promotes occupational safety and health practices and strives to reduce work-related accidents and injuries on campus. The IIPP is required to comply with Nebraska law and the Nebraska Department of Labor Workplace Safety Consultation Program Rules and Regulations, [http://statutes.unicam.state.ne.us/ Neb. Rev. Stat.] Secs. 48-443 to 48-446 and [http://www.dol.state.ne.us/legallaws/Workplace%20Safety%20Consultation%20Law.pdf 230 NAC 6], respectively.</p>
<h2>Policy</h2>
<p>Human health hazards to latex sensitive individuals from latex exposure are recognized. Therefore, UNMC shall implement appropriate measures to minimize latex exposure among staff, students, patients and visitors</p>
<h2>Patient Care</h2>
<ol type="A">
<li>All Patient Care areas shall:<ol>
<li>Institute a screening process to identify patients who are latex sensitive. The screening process includes the use of the [http://unmc.edu/policy/index.cfm?L1_ID=18&L2_ID=20&CONREF=85 Latex Sensitivity Screening Questionnaire for Patients].</li>
<li>Implement procedures to minimize risk to latex sensitive patients.</li>
<li>Develop a method to alert staff, on an ongoing basis, regarding patients with latex sensitivity/allergy or those identified as being in a [http://unmc.edu/policy/index.cfm?L1_ID=18&L2_ID=20&CONREF=22#risk high-risk] group for latex allergy.</li>
<li>Assess the environment to identify products and equipment containing latex and identify alternative products and equipment.</li>
</ol></li>
<li>Patients with a known allergic response to latex exposure or identified as being in a [http://unmc.edu/policy/index.cfm?L1_ID=18&L2_ID=20&CONREF=22#risk high-risk] group for latex allergy shall be placed on "Latex Precautions."</li>
<li>[http://unmc.edu/policy/index.cfm?L1_ID=18&L2_ID=20&CONREF=86 Signs about latex sensitivity] shall be posted in waiting areas of ambulatory care and diagnostic care areas. These signs shall be designed to alert patients and their family members to notify staff if they are latex sensitive.</li>
</ol>
<h2>Employee Education/Awareness</h2>
<ol type="A">
<li>Policies and procedures regarding the prevention and management of latex sensitivity shall be covered during new employee safety orientation.</li>
<li>The use of powdered latex gloves is prohibited. Employees shall use powder-free non-latex gloves whenever possible. Powder-free non-latex gloves shall be provided to all employees who are sensitized/allergic to latex.</li>
<li>Employees shall maintain prudent hand care including the following:<ol>
<li>Wash hands after removing gloves.</li>
<li>Dry hands to prevent irritation by residual soap.</li>
<li>Avoid the use of hand lotions or lubricants that contain mineral oil, petroleum salves and other hydrocarbon-based gels or lotions.</li>
</ol></li>
<li>Unless essential, latex that may contain powder or come in contact with skin should not be used. This includes the use of latex balloons and decorations.</li>
</ol>
<h2>Employee Screening for Latex Sensitivity</h2>
<p>Employee Health shall assess all job applicants/prospective employees for latex sensitivity during the post-offer medical evaluation. Applicants with known sensitivity/allergy to latex will be asked to provide documentation from their private physician along with recommendations for duty restrictions. Information provided by private physicians will be reviewed by an Employee Health provider, who will then designate duty restriction(s) on the Health Service Request for a Prospective Employee form. This information will be used by Human Resources and the hiring department manager to determine whether the individual is qualified for work or can be provided the necessary accommodations. The department manager will refer employees who exhibit signs and symptoms of latex allergy (e.g., itching, rash or wheezing after wearing latex gloves) to Employee Health. The employee should take a completed incident report with him/her to Employee Health and will undergo a medical evaluation.</p>
<p>Employee Health will assess the employee’s health status and provide an Employee Health work Status Report to the department manager and employee. The report will include a written medical opinion regarding fitness for duty and any duty restriction(s).</p>
<h2>Background Information</h2>
<p>The first documented case of latex-induced anaphylaxis was reported in 1979. Today latex sensitivity has become a major concern in the medical community as health care workers are confronted with a dramatically increased incidence of reactions to latex exposure not only among their patients, but also among themselves.</p>
<p>Workers who wear latex gloves on a regular basis are at risk due to their continued exposure to latex by virtue of their jobs and work environment. The increased use of latex devices in health care and research, especially glove use since the introduction of standard blood and body fluid precautions, may have contributed to the increase in allergic reactions.</p>
<p>Latex proteins can bind to glove powder and become airborne. Latex glove powder carries the latex protein into the air when gloves are donned or removed, exposing the respiratory system and increasing the potential for sensitization.</p>
<h2>Risk Groups</h2>
<ol type="A">
<li>People with the following disorders are high risk groups for latex allergy:<ol>
<li>Myelodysplasia (e.g. spina bifida, myelomeningocele).</li>
<li>Congenital genitourinary anomalies requiring frequent surgeries or catheterization.</li>
</ol></li>
<li>The following groups are at risk for latex allergy and should be screened carefully and monitored for signs/symptoms of latex allergies:<ol>
<li>History of multiple procedures.</li>
<li>Frequent instrumentation or catheterization of the genitourinary tract.</li>
<li>History of occupational contact with latex products, such as workers in the rubber and health care industries. (Environmental Service workers, lab personnel, and other ancillary service workers fall into this category).</li>
<li>Atopic patients (asthma, rhinitis, eczema).</li>
<li>Allergies to bananas, kiwi, avocados, water chestnuts, tropical fruits.</li>
</ol></li>
</ol>
<h2>Epidemiological Factors</h2>
<ol type="A">
<li>Hypersensitive or allergic reactions to latex may occur immediately or some time after exposure producing local or systemic symptoms of varying severity.</li>
<li>Repeated exposure, usually extending over several years, is necessary before an individual’s immune system becomes sensitive. In other words, the more the body comes in contact with latex, the greater the opportunity for the body to recognize and react to it.</li>
<li>Once an individual has become latex sensitive, further (secondary) exposure may provoke a reaction, the severity of which depends on the body’s type of immunological response.</li>
<li>Reactions to natural rubber latex (NRL) gloves can result from either irritation or allergy. There are three possible reactions to NRL gloves. They are:<ol>
<li>Mechanical or Irritant Contact Dermatitis – this is an irritation, not a true allergy. This is the most common reaction to NRL gloves. Because of the intense focus on latex allergy today, many individuals who experience irritant contact dermatitis assume they are experiencing a latex allergy. It is very important to assess reactions carefully to determine their cause so that the right treatment can be implemented.</li>
<li>Allergic Contact Dermatitis</li>
<li>(Delayed, or Type IV Hypersensitivity)</li>
<li>a true allergic response, symptoms are localized to area of contact with allergen.</li>
<li>Systemic Allergic Response (Immediate or Type I Hypersensitivity)</li>
<li>the most severe allergic response, an intense allergic reaction which may cause anaphylaxis and death.</li>
</ol></li>
<li>The table below describes each type of reaction:</li>
</ol>
<table style="width: 100%;" border="0" cellspacing="2" cellpadding="2">
<tbody>
<tr>
<td><strong>Mechanical/Irritant Contact Dermatitis</strong></td>
<td><strong>Type IV (Delayed) Hypersensitivity (Allergic Contact Dermatitis)</strong></td>
<td><strong>Type I (Immediate) Hypersensitivity (Systemic Allergic Response)</strong></td>
</tr>
<tr>
<td>Not an allergic reaction</td>
<td>T-Cell mediated response</td>
<td>IgE mediated</td>
</tr>
<tr>
<td>Symptoms do not extend past area of glove contact</td>
<td>Symptoms may extend past glove border</td>
<td>Symptoms are generalized and may affect any part of the body</td>
</tr>
<tr>
<td>Symptoms occur rapidly after wearing gloves – usually minutes to few hours after gloves removed</td>
<td>Symptoms occur much later than with mechanical/ irritant contact dermatitis, usually 6-72 hours after gloves removed</td>
<td>Symptoms occur immediately (within minutes up to one hour from time of exposure)</td>
</tr>
<tr>
<td>acute- red, scalded appearance, swelling, itching chronic - dry, thickened skin; crusting, papules, peeling</td>
<td>acute - red appearance, itching, swelling, small blisters chronic - dry, thickened skin; crusting; scabbing sores; papules, peeling, vesicles</td>
<td>Hives, itching, runny nose, wheezing, difficulty breathing; facial swelling; nausea, abdominal cramping, rapid heart rate, laryngeal edema, bronchospasms, low blood pressure, anaphylactic shock</td>
</tr>
</tbody>
</table>
<p>For additional information, contact the Safety Operations Department.</p>
<p>[http://unmc.edu/policy/index.cfm?L1_ID=18&L2_ID=20&CONREF=85 Latex Sensitivity Screening Questionnaire for Patients]</p>
<p>This is a new policy.</p>
<p>This page updated on Tuesday, December 30, 2003, by [http://mailto:dpanowic@unmcnotes.unmc.edu dkp].</p>

Fitness for Duty

2012-08-15T15:39:20Z

Nirichardson:

Personnel Action Documentation

2012-08-15T15:37:39Z

Nirichardson:

AIDS, HIV, and Other Bloodborne Pathogens

2012-08-15T15:36:50Z

Nirichardson:

Consensual Relationships

2012-08-15T15:33:17Z

Nirichardson:

Nepotism

2012-08-15T15:32:51Z

Nirichardson:

Tobacco-Free Campus

2012-08-15T15:31:46Z

Nirichardson:

Corrective/Disciplinary Action

2012-08-15T15:30:08Z

Nirichardson:

'''[[Human Resources]]''' | [[Safety/Security]] | [[Research Compliance]] | [[Compliance]] | [[Privacy/Information Security]] | [[Business Operations]] | [[Intellectual Property]]
<br /><br />
[[Employee Leave]] | [[Employee Health and Safety Policy]] | [[Employment Policy]] | [[Flu Season Policy]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Drug Free Campus]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Recognition and Reward Policy]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]]
<br /><br />

Policy No.: '''1098'''<br />

Effectifve Date: '''03/18/08'''<br />

Revised Date: '''10/26/10'''<br />

Reviewed Date: '''10/26/10'''<br />

<br />

<h3> Purpose </h3>
<br />

1.1 UNMC employees are required to meet certain standards of work performance and workplace conduct. When employees do not meet specified standards, Corrective and Disciplinary actions including termination for cause may be warranted.<br />

<h3> Scope </h3>
<br />

2.1 The UNMC Corrective and Disciplinary Action Policy is applicable to all UNMC employees to include Office/Service, Managerial/Professional, Faculty, and Other Academic positions. In the case of employees with Faculty appointments, terminations and grievance procedures are also governed by the Bylaws of the Board of Regents of the University of Nebraska(Chapter 4), Board of Regents Policy, and policy and procedures adopted by the individual colleges and the UNMC Faculty Senate.<br />

<h3> Basis of the Policy </h3>
<br />

3.1 The [http://www.unmc.edu/ University of Nebraska Medical Center] (UNMC) follows the performance management policies set forth in the [http://www.nebraska.edu/ University of Nebraska Central Administration] personnel policies including: #7521, Original Probationary Period; #7358, Employee Discipline; and #7312-Section 1.1, Termination of Employment for Cause. For employees with Faculty appointments, terminations and grievance procedures are also governed by the Bylaws of the Board of Regents of the University of Nebraska (Chapter 4), Board of Regents Policy, and policy and procedures adopted by the individual colleges and the UNMC Faculty Senate.<br />

<h3> Authorities and Administration </h3>
<br />

4.1 The UNMC Human Resources’ Division Director of Employee Relations is responsible for the administration, implementation, and maintenance of the Corrective and Disciplinary Action Policy at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance, Executive Director of Human Resources, and the Vice Chancellor for Business and Finance.<br />

<h3> Policy </h3>
<br />

<h3> Original Probationary Period </h3>
(Office-Service employees only)
<br />

5.1 It is the policy of the University of Nebraska Medical Center that all newly hired regular office/service employees serve one six-month Original Probationary Period. This Original Probationary Period is an extension of the selection process and is used to determine an employee's suitability for employment at UNMC. The successful completion of the probationary period is not to be construed as granting a property interest in continuing employment.<br />

5.2 Departments in collaboration with Human Resources, Employee Relations may consider dismissing an office/service employee during the Original Probationary Period with a Corrective and Disciplinary Action termination notice.<br />

5.3 Unless there is a break in UNMC employment, office/service employees serve only one Original Probationary Period.<br />

<h3> Original Probationary Period Rights </h3>
<br />

6.1 Original probationary employees have no grievance rights but have a right to a Corrective and Disciplinary Action Termination Notice. However, employees on original probation who believe that their legal rights with respect to employment have been violated by a termination action may consult with UNMC Human Resources-Employee Relations. Employees raising issues of discrimination and/or sexual harassment, during their original probationary period, may also seek assistance through Employee Relations/Affirmative Action Officer.<br />

<h3> Corrective and Disciplinary Actions </h3>
<br />

7.1 An action taken to address workplace performance and/or conduct deficiencies that are negatively affecting an employee’s contribution to the organization.<br />

7.2 Corrective and Disciplinary Actions cannot be administered according to an absolute set of rules; decisions must be made based on the facts of each situation. Corrective and Disciplinary Actions may be taken in progressive order up to and including termination for cause or may be administered as the situation warrants. Management is encouraged to consult with Human Resources – Employee Relations on Corrective and Disciplinary Actions.<br />

7.3 Examples of conduct or actions that may justify Corrective and Disciplinary Actions, up to termination for cause, are listed in the [http://www.unmc.edu/hr/Proc/CorrAct1098.htm Corrective and Disciplinary Action Procedures] on the Human Resources website at www.unmc.edu/hr. Types of Corrective and Disciplinary Actions may include:<br />

* Verbal Warning for inappropriate workplace conduct and/or for work performance deficiencies
* Written Warning for inappropriate workplace conduct and/or for work performance deficiencies
* Suspension with Pay
* Suspension without Pay
* Termination/discharge for Cause<br />

7.4 Departments and managers issuing any type of Corrective and Disciplinary Actions may complete the [http://www.unmc.edu/hr/Forms/CorDisAct.doc Corrective and Disciplinary Action Form] in consultation with Human Resources-Employee Relations (see procedures for contact information), to ensure that UNMC procedures are followed.<br />

<h3> Verbal Warning </h3>
<br />

8.1 A Verbal Warning may be given to alert an employee to specific deficiencies (failure to meet work product standards or workplace/conduct standards). A Verbal Warning consists of a discussion in which the supervisor verbally advises an employee of his/her performance or conduct deficiencies and recommended corrective actions. Notes regarding the meeting may be kept in departmental files.<br />

<h3> Written Warning Notice </h3>
<br />

9.1 A Written Warning Notice may be given to an employee when other efforts to correct performance or conduct deficiencies have failed or as a first Corrective and Disciplinary Action when the performance or conduct deficiency is serious enough to warrant a written reprimand. A Corrective and Disciplinary Action Written Warning Notice consists of a written document, which may be in the form of a letter or on the Corrective and Disciplinary Action Form. The Corrective and Disciplinary Action written warning notice will describe the deficiency; include a plan for corrective action, and a time frame if applicable. The employee should sign and date the written notice and may provide a written response presenting information on their own behalf.<br />

<h3> Suspension with Pay </h3>
<br />

10.1 In the event that an employee's presence on campus during an employment situation investigation or actual employment may endanger others, present a risk to UNMC, or if it is required that an employee not return to the workplace until an employment situation investigation is complete and an employment decision has been made, the employee may be suspended with pay, until the employment situation investigation is completed and/or the employment decision is made.<br />

10.2 Management must consult with Human Resources-Employee Relations (see procedures for contact information) before suspending an employee.<br />

'''Suspension without Pay - Note: Suspending an employee without pay requires the prior approval of the UNMC Assistant Vice Chancellor - Executive Director of Human Resources.'''<br />

11.1 Suspension without Pay is appropriate when other efforts to correct unsatisfactory work performance or conduct have failed. It is also appropriate as a first Corrective and Disciplinary Action when the immediate supervisor considers the unsatisfactory work performance or conduct to be serious enough to warrant a severe penalty.<br />

11.2 After considering the circumstances the supervisor, with the assistance of the UNMC Assistant Vice Chancellor - Executive Director of Human Resources or designee, decides whether to implement the suspension. The period of suspension is without pay and should normally not exceed five workdays. Suspension without Pay is implemented by a Corrective and Disciplinary Action to the employee informing the employee of the suspension and the reasons for the action. If an employee is to be placed on “Corrective Probation” upon return to work, that fact should be included in the Corrective and Disciplinary Action Form.<br />

11.3 Employees on suspension without pay will not be granted vacation, sick, floating/banked holiday, or regular holiday leave, nor may they use compensatory time previously earned to avoid being without pay.<br />

11.4 If a Corrective Probationary Period follows a suspension without pay, it must be done with the consultation of Human Resources-Employee Relations to ensure that it is reasonable and related to the suspension without pay.<br />

<h3> Termination for Cause </h3>
<br />

12.1 Management, in consultation with Human Resources-Employee Relations, may terminate employees for cause when employees fail to meet department, unit, or UNMC work performance or workplace conduct standards. Note: Either the employee or UNMC may also end the employment relationship under Policy 1006, Employee Separation, sections 5.2, 5.3, and 5.4.<br />

12.2 Any employee (except probationary employee) considered for "Termination for Cause" will be given a pre-termination hearing. At the pre-termination hearing employees will be given the opportunity to be informed about why termination is being considered and to present information on their own behalf. If, after the hearing, "Termination for Cause" is recommended, the employee will be given a Corrective and Disciplinary Action Termination Notice and will have access to the UNMC grievance process in [[Employee Grievance Process|UNMC Policy No. 1020, Employee Grievance Process]]. Section 6.1 applies to original probationary period office-service employees terminated for cause<br />

<h3> Grievable Corrective and Disciplinary Actions </h3>
<br />

13.1 For any of the following corrective and disciplinary actions, employees (except probationary employees) may file a grievance under UNMC Policy No. 1020, Employee Grievance Process or the applicable faculty procedure.<br />

* Written Warning of Corrective and Disciplinary Actions for inappropriate workplace conduct / conduct and/or work-performance deficiencies
* Suspension without Pay
* Termination for Cause<br />

<h3> Rehire Eligibility </h3>
<br />

14.1 Persons dismissed for cause from UNMC or from any University of Nebraska campus are not eligible for rehire without prior approval of Human Resources. Persons leaving UNMC while under Corrective and Disciplinary Action or those whose performance is documented as below satisfactory may not be eligible for rehire. Persons dismissed for gross misconduct from UNMC or from any University of Nebraska campus are not eligible for rehire at UNMC. Questions relative to an applicant's eligibility for re-hire should be directed to Human Resources.<br />

<h3> Equal Employment Opportunity </h3>
<br />

15.1 The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited.<br />
For additional information, contact Human Resources, Employee Relations, 559-2710, or see the [http://www.unmc.edu/hr/Proc/CorrAct1098.htm Corrective and Disciplinary Action Procedures] and the [http://www.unmc.edu/hr/Forms/CorDisAct.doc Corrective and Disciplinary Action Form].<br />

This policy maintained by [http://mailto:dpanowic@unmc.edu dkp].

Performance Evaluation

2012-08-15T15:27:05Z

Nirichardson:

Employee/Dependent Scholarship

2012-08-15T15:24:12Z

Nirichardson:

'''[[Human Resources]]''' | [[Safety/Security]] | [[Research Compliance]] | [[Compliance]] | [[Privacy/Information Security]] | [[Business Operations]] | [[Intellectual Property]]
<br /><br />
[[Employee Leave]] | [[Employee Health and Safety Policy]] | [[Employment Policy]] | [[Flu Season Policy]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Drug Free Campus]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Recognition and Reward Policy]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]]
<br /><br />

Policy No.: '''1072'''<br />

Effective Date: '''10/25/02'''<br />

Revised Date: '''01/06/11'''<br />

Reviewed Date: '''11/01/10'''<br />

<h3> Purpose </h3>
<br />

1.1 To establish the policy regarding Employee and Dependent Scholarship.<br />

<h3> Scope </h3>
<br />

2.1 The UNMC Employee and Dependent Scholarship policy is applicable to all UNMC staff and faculty.<br />

<h3> Basis of the Policy </h3>
<br />

3.1 The University of Nebraska Medical Center (UNMC) provides an Employee and Dependent Scholarship Program. Pursuant to Section 3.7 of the Bylaws of the Board of Regents of the University of Nebraska, eligible, full-time regular employees may take up to 15 credit hours per academic year at any University of Nebraska campus. The Board of Regents approved an amendment which allows eligible, full-time regular employees to transfer up to 15 undergraduate credit hours per academic year to one or more of their dependents and/or their spouse, for courses at campuses of the University of Nebraska.<br />

<h3> Authorities and Administration </h3>
<br />

4.1 The UNMC Division Director, Staffing, Compensation, Records & HRIT is responsible for the administration of this policy, at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance Executive Director of Human Resources and the Vice Chancellor for Business and Finance.<br />

<h3> Policy </h3>

5.1 It is the policy of the University of Nebraska Medical Center to provide an employee and dependent scholarship program. Benefits of this program may be used at the four campuses of the University (UNL, UNO, UNMC, UNK).<br />

5.2 Eligibility for Employee Scholarship Program:

:1. All full-time (1.00 F.T.E.) employees of the University are eligible to apply.
: 2. All retired employees of the University who have met the normal retirement regulations are eligible to apply.
: 3. Employees must be admitted students of the University and must have met all normal academic requirements for the courses taken.
: 4. The Employee Scholarship Program is not available to employees on leave of absence without pay.
: 5. The Employee Scholarship Program is not available to employees whose anticipated employment period is less than six months.<br />

5.3 Terms and Conditions of the Employee Scholarship Program:

:1. The granting of Employee Scholarships is subject to openings in the specific classes in which the employee intends to enroll. If the reduction or withdrawal of this privilege is necessitated by the lack of funds, such reduction or withdrawal shall apply to all classes of employees on a University-wide basis, and timely notice of this action shall be provided to all employees.
: 2. The Employee Scholarship Program applies only to academic credit courses being offered at any unit of the University of Nebraska. These courses may be taken for credit or audit.
: 3. The University of Nebraska Employee Scholarship Program shall provide tuition equal to the University's resident tuition charge per semester credit hour.
: 4. Employees whose applications have been approved shall pay all normal admission and matriculation fees, including lab fees and course fees, but not University Programs and Facilities Fees (UPFF). Employees shall also pay all usual course-related costs such as books and supplies.
: 5. The Employee Scholarship Program is limited to no more than fifteen (15) credit hours in any 12-month period (August through July) and is normally restricted to no more than six (6) credit hours per semester.
: 6. Employees eligible for scholarship plans through other programs are expected to avail themselves of these programs prior to applying for the University of Nebraska Employee Scholarship Program. If the employee's costs are not entirely covered by the other programs, the University of Nebraska Employee Scholarship Program shall allow for the difference up to the maximum established herein.
:7. Employees will be billed for their tuition if they resign from University employment and the effective date of resignation occurs during the first thirty (30) days after classes have commenced.<br />

5.4 Dependent Scholarship Program Definitions: The following definitions shall apply to the Dependent Scholarship Program:

:1. Spouse shall be an employee's husband or wife, as recognized by the laws of the State of Nebraska.
: 2. Dependent child shall mean any naturally born child, legally adopted child, stepchild, or ward of an employee who (i) is unmarried and under 24 years of age, and (ii) is chiefly dependent on the employee for support (claimed as a dependent for tax purposes).<br />

5.5 Eligibility for Dependent Scholarship Program:

:1. All regular full-time (1.00 F.T.E.) employees of the University who meet the employment eligibility requirements of the Employee Scholarship Program may transfer up to a total of fifteen (15) credit hours per year (August through July) to their spouse or to any dependent child at tuition equal to the University's resident tuition charge per semester credit hour at the campus of attendance.
: 2. The Dependent Scholarship Program is only available to an employee's spouse or any dependent child who is an admitted student of a University of Nebraska campus and who has met all normal academic requirements for the course(s) taken. Full-time student enrollment status is required for a dependent child to be eligible, but not for a spouse. An affidavit will be required to document the status of dependent children. The University reserves the right to request copies of tax returns and or other supporting documentation.
: 3. All retired employees of the University who have met the normal retirement regulations may apply the dependent scholarship program to their spouse or to their eligible dependent children.<br />

5.6 Terms and Conditions of the Dependent Scholarship Program:

:1. The Dependent Scholarship Program will be limited to undergraduate academic credit courses at any campus of the University of Nebraska.
: 2. The Dependent Scholarship Program shall provide tuition equal to the University's resident tuition charge per semester credit hour at the campus of attendance, subject to the limitations listed below.
: 3. Dependents whose applications have been approved shall pay all normal admission and matriculation fees including lab fees, course fees and UPFF fees, and all usual course- related costs such as books and supplies.
: 4. The maximum total number of credit hours that may be transferred by an employee to one or more dependents will be the equivalent of fifteen (15) semester credit hours in any 12 month period (August through July) and is restricted to no more than nine (9) credit hours per semester.
: 5. Dependents eligible for scholarship plans through other programs are expected to avail themselves of these programs prior to applying for the University of Nebraska Dependent Scholarship Program. If the dependent's tuition costs are not entirely covered by the other programs, the University of Nebraska Dependent Scholarship Program shall allow for the difference up to the maximum established herein.
: 6. Employees will be billed for their dependent tuition if they resign from University employment and the effective date of resignation occurs during the first thirty (30) days after classes have commenced.<br />

<h3> Equal Employment Opportunity </h3>
<br />

6.1 The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited.<br />

For additional information, contact Human Resources - Records, 559-8962, or see the [http://unmc.edu/hr/Proc/DepScholPrg1072.htm Employee and Dependent Scholarship Procedures].<br />

This page maintained by [http://mailto:dpanowic@unmc.edu dkp].

Political Activities

2012-08-15T15:22:51Z

Nirichardson:

<p>[[Human Resources|Human Resources]] | [[Safety/Security|Safety/Security]] | [[Research Compliance|Research Compliance]] | [[Compliance|Compliance]] | [[Privacy/Information Security|Privacy/Information Security]] | [[Business Operations|Business Operations]] | [[Intellectual Property|Intellectual Property]]</p>
<p>[[Employee Leave]] | [[Employee Health and Safety Policy]] | [[Employment Policy]] | [[Flu Season Policy]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities|Political Activities]] | [[Employee/Dependent Scholarship]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Drug Free Campus]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Recognition and Reward Policy]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]]</p>
Policy No. '''1060'''<br />

Effective Date: '''10/17/10'''<br />

Revised Date: '''01/06/11'''<br />

Reviewed Date: '''11/01/10'''<br />

<br />
<br />
=== Purpose ===
<br />

1.1 To give clear guidance on issues of political and political related activities.<br />

=== Scope ===
<br />

2.1 This policy is applicable to all UNMC employees to include Office/Service, Managerial/Professional, Faculty, and Other Academic positions.
<br />

=== Basis of the Policy ===
<br />

3.1 The University of Nebraska Board of Regents gives clear guidance on the issues of political activities:

:"Employees of the University enjoy the full right of citizens to participate in the political life of the State of Nebraska and the United States. The welfare of the University, however, requires that each employee perform University duties without the interference of outside activities. (Board of Regents Bylaws, Section 3.9)"<br />

Further, public accountability demands that employees refrain from using state resources (i.e., telephone, work time, University letterhead and electronic mail, staff time) for politically-related activities.<br />

=== Authorities and Administration ===
<br />

4.1 The UNMC Human Resources' Division Director of Employee Relations is responsible for the administration, implementation, and maintenance of the Political Activities Policy at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance Executive Director of Human Resources and the Vice Chancellor for Business and Finance.<br />

=== Policy ===

5.1 Political Activities:

:Employees of the University of Nebraska Medical Center (UNMC) enjoy the full right of citizenship to participate in the political life of the United State, the State of Nebraska, and the various political subdivisions of the communities in which they reside. The welfare of the University requires that each employee perform the duties of his or her position without the interference of outside activities.
: The following apply to employees who engage in political activity:
: 1. An employee contemplating filing as a candidate for any part-time public office or entering upon the duties of any part-time public office to which he or she may be elected or appointed, will notify the Chancellor and appropriate Vice Chancellor, Dean, or Director of his or her intention to do so. It will be the duty of the Chancellor to determine to what extent such political activities will interfere with the employee's regular duties and to decide to what extent his or her duties and compensation shall be curtailed.
: 2. The curtailment of an employee's duties and compensation will follow the principle that adjustments in duties and compensation will be commensurate with the degree of interference with an employee's regular duties.
: 3. A member of the staff seeking a full-time public office will be required to take a leave of absence without pay during the period in which he or she will be a candidate for either the primary or general elections. Such leaves of absence will commence no later than the date on which a candidate must file for that office. In the event that an employee is elected or appointed to a full-time public office, he or she must resign his or her position with the University effective on the date that the new office commences.
: 4. No UNMC employee will promise, threat, or coerce any employee to support or contribute to any political issue, unit, or party.
: 5. No employee will engage in political activity while on duty or within any period of time in which he or she is expected to perform services and receives compensation from UNMC. No employee will use state funds, supplies, or vehicles in campaigning for or against candidates or engaging in political activity.<br />

5.2 Politically Related Activities:

:1. UNMC cannot and does not place any limit on the rights of UNMC employees to enjoy full exercise of their rights to speak and act as citizens of the United States and the state of Nebraska. However, public accountability demands that employees refrain from using state resources (telephone, work time, UNMC stationary, staff time, etc.) to lobby on legislative or other policy issues. Responsibility to one's colleagues requires that employees refrain from using their position at UNMC for lobbying and make clears that political expression is personal and does not represent a position of UNMC or any of its units.
: 2. Employees of UNMC are free to testify or otherwise publicly comment on any issue of interest to them so long as they do so as an individual and not as a representative of UNMC.
: 3. When speaking at a public forum, one must indicate explicitly that the comments to be made are of a personal nature and so not represent a policy decision on the part of UNMC.
: 4. If written correspondence is used to advocate a personal position on public policy issues, it must be done on personal time without use of staff resources and on stationary that does not identify UNMC in any way. As with the public forum, the letter should indicate that the individual is not speaking on behalf of UNMC, but as an individual.<br />

=== Equal Employment Opportunity ===

6.1 The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited.<br />

For additional information, contact Human Resources-Executive Director at 559-5343 or see [http://www.unmc.edu/hr/Proc/polact1060.htm Political Activities Procedures].<br />

This page maintained by [http://mailto:dpanowic@unmc.edu dkp].

Shipping Hazardous Materials

2012-08-13T16:53:22Z

Nirichardson:

[[Human Resources]] | '''[[Safety/Security]]''' | [[Research Compliance]] | [[Compliance]] | [[Privacy/Information Security]] | [[Business Operations]] | [[Intellectual Property]]
<br /><br />
[[Safety Policy]] | [[Deadly Weapon Policy]] | [[Shipping Hazardous Materials]]| [[Latex Sensitivity]] | [[Bloodborne Pathogens Exposure]] | [[Waste Handling]] | [[Portable Space Heaters]] | [[Children in the Workplace]] | [[Pets in the Workplace]] | [[Tuberculosis Exposure]] | [[Food, Drinks and Cosmetic Use in Laboratory Areas]] | [[Medical Surveillance]] | [[Threat Assessment and Management Team]]
<br /><br />
<p>POLICY NO: <strong>2002</strong><br />EFFECTIVE DATE: <strong>08/10/06 </strong></p>
<p>The shipment of hazardous materials or dangerous goods is a serious matter that requires [http://unmc.edu/ University of Nebraska Medical Center] (UNMC) compliance with regulatory requirements. All employees who ship hazardous materials or dangerous goods, which includes dry ice, Category A Infectious Substances affecting humans and/or animals, Category B Infectious Substances (biological substances), patient specimens (except human or animal specimens) and cultures, shall follow regulatory requirements for the applicable mode of transportation (e.g., air, ground).</p>
<h2>Basis for Policy</h2>
<p>The [http://www.dot.gov/ Department of Transportation] (DOT) in Title 49 of the [http://www.gpoaccess.gov/cfr/index.html Code of Federal Regulations] (CFR) provides instructions for all modes of transportation. In addition, the [http://www.icao.int/ International Civil Aviation Organization] (ICAO) and the [http://www.iata.org/index.htm International Air Transport Association] (IATA) impose more stringent requirements for air transportation by providing technical instructions. Violations of these regulations may result in fines ranging from $500 to $32,500 per day per violation.</p>
<h2>Definitions</h2>
<ol>
<li><strong>Hazardous material</strong> is a substance or material which is capable of posing an unreasonable risk to health, safety, and property when transported in commerce, and which has been so designated by the DOT. The term includes hazardous substances, hazardous wastes, marine pollutants, and elevated temperature materials as defined, materials designated as hazardous under 49 CFR §§172.101, and materials that meet the defining criteria for hazard classes and divisions in 49 CFR Part 173.</li>
<li><strong>Dangerous goods</strong> means articles or substances which are capable of posing a significant risk to health, safety or to property when transported and are classified by ICAO or IATA as dangerous goods.</li>
<li><strong>Patient specimens</strong> are those collected directly from humans or animals, including but not limited to excreta, secreta, blood and its components, tissue and tissue fluid swabs and body parts, being transported for purposes such as research, diagnosis, investigational activities, disease treatment and prevention</li>
<li><strong>Cultures</strong> are the result of a process by which pathogens are intentionally propagated.</li>
<li><strong>Exempt human or animal specimens</strong> are patient specimens for which there is minimal likelihood that pathogens are present.</li>
<li><strong>Infectious substances</strong> are substances which are known or are reasonably expected to contain pathogens. Pathogens are defined as micro-organisms (including bacteria, viruses, rickettsiae, parasites, fungi) and other agents such as preons, which can cause disease in humans or animals.</li>
<li><strong>Category A</strong>: An infectious substance which is transported in a form that, when exposure to it occurs, is capable of causing permanent disability, life threatening or fatal disease in otherwise healthy humans.</li>
<li><strong>Category B</strong>: An infectious substance which does not meet the criteria for inclusion into Category A. Infectious substances in Category B must be assigned as “Biological Substance, Category B, UN 3373”.</li>
</ol>
<h2>Procedures</h2>
<ol>
<li>Employees shall not offer for shipment packages containing hazardous materials or dangerous goods until they receive applicable training and ensure that the package complies with regulations. Training may be scheduled by contacting the [http://info.unmc.edu/ Chemical and Radiation Safety Department] (ext. 9-6356). Employees are required to receive a certificate upon completion of training.<br /><br /><strong>Note: Transfer or Receipt of Select Agent Organisms or Chemical Toxins<br /><br /></strong>42 CFR Part 73 requires laboratories to be registered by the U.S. Department of Health and Human Services before they can possess, transfer, or receive select agent or organisms or chemical toxins. To comply with this federal mandate, any laboratory considering the transfer or receipt of these agents must first contact the UNMC Biosafety Officer, ext. 9-7774 for guidance on registration and shipment requirements. The list of select agent organisms can be found in Section B-4 of the UNMC Chemical Safety Manual.</li>
<li>Employees shall meet the initial and recurrent training requirements prior to signing a shipper's declaration or authorizing a hazardous material or dangerous goods package not requiring a shipper's declaration (e.g., dry ice, biological substances. Training shall be in accordance with 49 CFR 172 Subpart H and IATA requirements. Recurrent training is required every two years.</li>
<li>The point of contact for the proper shipping of hazardous material or dangerous goods is UNMC [http://www.unmc.edu/CRSO Chemical and Radiation Safety] (9-6356, zip 5480). All correspondence with [http://www.faa.gov/ Federal Aviation Administration] (FAA) or DOT shall be through the Chemical and Radiation Safety Department. Should a FAA or DOT agent arrive on campus, contact the Chemical and Radiation Safety Department.</li>
<li>Certified employees may ship packages from departmental locations. All shipments must be packed and shipped by a certified individual.</li>
<li>The shipper shall review the following for each hazardous material or dangerous goods shipment to ensure compliance with the regulations.</li>
<ol type="A">
<li>Applicability to regulations</li>
<li>Limitations</li>
<li>Classifications</li>
<li>Identification</li>
<li>Packaging</li>
<li>Packing specifications and performance tests</li>
<li>Marking and labeling</li>
<li>Documentation</li>
<li>Handling</li>
<li>Radioactive material</li>
</ol>
<li>Only FAA- or DOT-approved shipping containers, if required, shall be used when specified. Some containers are available in the UNMC Mail Services Department. Individual departments who utilize their own specialized or reusable containers must ensure that the vendor supplies a package performance test certification, if required, for each type of container used, if the material being shipped requires it. The certification must be kept on file by the individual shipper and will be audited for compliance.</li>
<li>A person who offers a hazardous material for transportation must provide an emergency response telephone number, if required, (including the area code or international access code) for use in the event of an emergency involving the hazardous material.</li>
<ol type="A">
<li>UNMC has registered with [http://www.chemtrec.org/Chemtrec/ CHEMTREC] to provide an emergency response information. CHEMTREC was founded by members of the Chemical Manufacturers Association and is the nation's premier hazardous material emergency response source. CHEMTREC specialists have access to over 1.5 million MSDSs and can ensure that emergency personnel at the scene of an accident or spill have the assistance they need.</li>
<li>All shippers will use the CHEMTREC telephone number as the emergency contact number for domestic shipments. The CHEMTREC number is (800) 424-9300.</li>
<li>If the package is shipped outside the USA then you must also add the international telephone number (703) 527-3887.</li>
<li>Certified shippers must keep, on file, available for inspection, shipping documentation (air bills, shippers declarations, bill of lading) for two (2) years after the acceptance of the material by the initial carrier. Shippers must also keep current copies of vendor package certifications (if required) in the file for inspection.</li>
</ol>
<li>A person who offers a Category A Infectious substance package for transport must follow the special handling security requirements as outlined in UNMC-IBC30. Please consult this policy prior to shipment. For questions regarding this policy, call Peter Iwen at 559-7774.</li>
<li>The Chemical Safety Office will conduct audits of shippers to verify that all components are being implemented and are adequate. This includes, for example, training, packaging, and proper completion of the shipping papers. Audit findings are documented under a system designed by the Office of the General Counsel for the University of Nebraska to ensure attorney-client privilege. Information resulting from internal audits must not be photocopied or duplicated.</li>
</ol>
<p>For more detailed information, contact the [http://mailto:dajacobs@unmc.edu Chemical and Radiation Safety Department] (9-6356).</p>
<p>This page updated with minor changes on Friday, February 9, 2007, by [http://mailto:dpanowic@unmcnotes.unmc.edu dkp].</p>
<p>Last Review by Policy Owner: February 7, 2007</p>

Deadly Weapon

2012-08-13T16:47:04Z

Nirichardson:

Employee Recognition and Reward

2012-08-09T19:59:24Z

Nirichardson:

'''[[Human Resources]]''' | [[Safety/Security]] | [[Research Compliance]] | [[Compliance]] | [[Privacy/Information Security]] | [[Business Operations]] | [[Intellectual Property]]
<br /><br />
[[Employee Leave]] | [[Employee Health and Safety Policy]] | [[Employment Policy]] | [[Flu Season Policy]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Drug Free Campus]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Recognition and Reward Policy]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]]
<br /><br />

POLICY NO: '''1093'''<br />
EFFECTIVE DATE: '''10/25/02'''<br />
REVISED DATE: '''09/27/11'''<br />
REVIEWED DATE: '''09/26/11'''<br />

== Purpose ==
1.1 The Employee Recognition and Reward program is designed to provide incentives to individuals and groups to maximize their contributions to UNMC and to enhance UNMC's ability to hire and retain qualified employees in competitive labor market conditions. This program allows the administrative units and/or department flexibility in creating appropriate recognition and reward structures.
== Scope ==
2.1 All regular employees whose overall performance is above and beyond the scope of their position should be given the same opportunity to be rewarded for going the extra mile and for adding value to UNMC.
<br />
Service Awards are based solely on the number of years of employment in the University of Nebraska system and are given in 5-year increments for staff and 10 year increments for faculty.
<br />
Managerial professional, office service, graduate assistant and other academic employees are eligible for the Outstanding Performance Stipend Award. Faculty and administrative staff are not eligible for this award.
<br />
Managerial professional, office service, graduate assistant, other academic employees, faculty and administrative staff are eligible for the Chancellor’s Council Silver ‘U’ Award.
<br />
Managerial professional and office service employees are eligible for the Chancellor’s Commendation Gold ‘U’ Award. Faculty and administrative staff are not eligible for this award.
<br />
Faculty are eligible for the Outstanding Teacher Award, the Spirit of Community Service Award, the Outstanding Faculty Mentor of Graduate Students Award, the Outstanding Research and Creativity Award (ORCA), the Outstanding Teaching and Creativity Award (OTICA), the Innovation, Development, and Engagement Award (IDEA), and the University-wide Departmental Teaching Award (UDTA).
<br />
Faculty are also eligible for the UNMC Scientist Laureate Award, the Distinguished Scientist Award and the New Investigator Award.
<br />
All employees are eligible for the Thank ‘U’ Rewards.
== Basis of the Policy ==

3.1 The [http://www.unmc.edu/ University of Nebraska Medical Center] (UNMC) has a variety of programs to recognize and reward employees with non-cash and with cash awards. These awards recognize employees whose performance is above and beyond the scope of their position and their achievements add value to the vision and mission of UNMC.
<br />
The UNMC Non-Discrimination policy (#1099) should be considered in the recognition and reward selection.
<br />
All University-wide, UNMC campus-wide and Unit/department-wide recognition and reward programs are based on the availability of funds at each level.
<br />
Outstanding Performance Stipend Awards are based on criteria established at the Unit level (exceeding performance, major contributions to the department or unit, special projects that require exceptional effort, suggestions that improve operations, etc.).
== Authorities and Administration ==
4.1 The UNMC Human Resources’ Division Director of Employee Relations is responsible for the administration, implementation, and maintenance of the Employee Recognition and Reward Policy at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance Executive Director of Human Resources and the Vice Chancellor for Business and Finance.
== Policy ==
5.1 It is the policy of the University of Nebraska Medical Center that, when appropriate, a unit or department may make a non-cash or a cash award to an employee or groups of employees for significant accomplishments, achievements, or excellent work performance.
<br />
For unit/department wide recognition and rewards programs, units/departments need to provide Human Resources - Employee Relations and Finance - Payroll the unit/department reward and recognition program plan summary and program plan administration. Once program plan summary and plan administration is in compliance with accounting and payroll policies and procedures, the unit/department reward and recognition program may be implemented.<br /><br />
5.2 Centrally funded and administered programs include the following: the Chancellor's Commendation Gold 'U' Award, the Chancellor's Council Silver 'U' Awards, Thank 'U' Rewards, and Service Awards.
<br />
Unit administered programs include the following: Outstanding Performance Stipend Award and any incentive or recognition program developed and implemented at the Unit or department level.
<br />
UNMC Faculty Senate administered programs include the following: Outstanding Teacher Award, Spirit of Community Service Award and Outstanding Faculty Mentor of Graduate Students Award. These programs are centrally funded.
<br />
UNMC Office of the Vice Chancellor for Research administered programs include the following: the UNMC Scientist Laureate Award, the Distinguished Scientist Award and the New Investigator Award.
<br />
University of Nebraska - Central Administration administered and funded programs include the following: Outstanding Research and Creativity Award (ORCA), Outstanding Teaching and Creativity Award (OTICA), University-wide Departmental Teaching Award (UDTA), and Engagement Award (IDEA).
<br /><br />
5.3 The fair market value of personal property gifts over $50.00 to UNMC employees will be added to taxable wages. Income and social security taxes will be withheld in accordance with the [http://www.irs.gov/ Internal Revenue Service]. Gifts that will be excluded from taxation include: 1) personal property gifts for length of service achievement, other special service achievement, or retirement; 2) personal property or gift certificates that may only be used for personal property, when the value is of a De Minimus (small) amount, such as holiday gifts of hams, turkeys, candy or a gift certificate only redeemable for specific products or services of $50 or less.<br />
All cash value awards are subject to taxation.
== Record Keeping ==

6.1 Each unit is responsible for keeping records relating to reward and recognition activity for a period of three years afterward. <br />
Employee name and UNMC personnel number <br />
Reason for the recognition <br />
Type of recognition given with reference to purchase order number<br />

== Equal Employment Opportunity ==
7.1 The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited.
<br />
For additional information, contact Human Resources, Employee Relations at 559-5489, or review the following:
[[Employee Recognition and Reward Policy|Employee Recognition and Reward Procedures]]
[http://www.unmc.edu/media/busfin/purchasing/opsguidelines0809.pdf Outstanding Performance Stipends Guidelines]
Nomination Forms:<br /><br />

[http://unmc.edu/hr/Forms/goldu.doc Chancellor‘s Commendation Gold ‘U’ Award Nomination Form] <br />
[http://unmc.edu/hr/Forms/Silveru.doc Chancellor’s Council Silver ‘U’ Award Nomination Form] <br />
[http://www.nebraska.edu/recognition-and-awards/idea.html Innovation, Development and Engagement Award] (IDEA) <br />
[http://www.nebraska.edu/recognition-and-awards/orca.html Outstanding Research and Creative Activity Award] (ORCA) <br />
[http://www.nebraska.edu/recognition-and-awards/otica.html Outstanding Teaching and Instructional Creativity Award] (OTICA) <br />
[http://info.unmc.edu/media/facsen/otacrite_0809.doc Outstanding Teaching Award Nomination Form and Selection Criteria] <br />
[http://info.unmc.edu/media/facsen/mentor_grad_students_0809.doc The Outstanding Faculty Mentor of Graduate Students Award Nomination Form and Selection Criteria] <br />
[http://info.unmc.edu/media/facsen/community_service_0809.doc The Spirit of Community Service Award Nomination Form and Selection Criteria] <br />
[http://www.nebraska.edu/recognition-and-awards/udta.html University-wide Departmental Teaching Award] (UDTA)<br />
<br />Reward and Recognition web sites: <br />

[https://net.unmc.edu/ess/secure/index.php Thank ‘U’ Reward] <br />
[https://firefly.nebraska.edu/ Appreciation e-card]<br /><br />
This page maintained by [http://mailto:dpanowic@unmc.edu dkp].

Recurring/Additional Payment

2012-08-09T19:53:56Z

Nirichardson:

Background Check

2012-08-09T19:49:46Z

Nirichardson:

Drug Free Campus

2012-08-09T19:47:09Z

Nirichardson:

Non-Discrimination and Harassment

2012-08-09T19:40:45Z

Nirichardson:

'''[[Human Resources]]''' | [[Safety/Security]] | [[Research Compliance]] | [[Compliance]] | [[Privacy/Information Security]] | [[Business Operations]] | [[Intellectual Property]]
<br /><br />
[[Employee Leave]] | [[Employee Health and Safety Policy]] | [[Employment Policy]] | [[Flu Season Policy]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Drug Free Campus]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Recognition and Reward Policy]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]]
<br /><br />

Policy No: '''1099'''<br />
Effective Date: '''09/22/09'''<br />
Revised Date: '''10/26/10'''<br />
Reviewed Date: '''10/26/10'''<br />
<br />
<big>Non-Discrimination and Sexual and Other Prohibited Harassment Policy</big>
<br /><br />
== Purpose ==

# '''Equal Employment Opportunity ("EEO"):'''

UNMC promotes equal educational and employment opportunities in the academic and work environment. UNMC shall not discriminate against students and employees, and campus visitors ( for example, applicants for educational programs, employment applicants, volunteers, and vendors) based on race, age, color, disability, religion, sex, national origin, marital status, genetic information, sexual orientation, political affiliation, or Veteran status.
# '''Harassment:'''

UNMC promotes a productive academic and work environment which prohibits harassment based on race, age, color, disability, religion, sex, national origin, marital status, genetic information, sexual orientation, political affiliation, or Veteran status.
== Scope ==

#This policy is applicable to all UNMC students, and employees to include Office/Service, Managerial/Professional, Faculty, and Other Academic positions. It also may apply to campus visitors like applicants for educational programs, applicants for employment, volunteers, and vendors.

== Basis of the Policy - Board of Regents Policy 3.1.1 ==

#'''Equal Employment Opportunity:'''

"Employees on each campus of the University of Nebraska shall be employed and equitably treated in regard to the terms and conditions of their employment without regard to individual characteristics other than qualifications for employment, quality of performance of duties, and conduct in regard to their employment in accord with University policies and rules and applicable law."

#'''Harassment:'''

UNMC reaffirms that all women and men -- administrators, faculty, staff, students, patients, and visitors -- are to be treated fairly and equally with dignity and respect. Any form of discrimination, including sexual harassment or harassment on the basis of a person's protected status, is prohibited.

#'''Related Policies and Laws:'''

University of Nebraska Board of [http://www.nebraska.edu/docs/board/RegentPolicies.pdf Regents Policies]

Federal and State laws, including Titles VI and VII of the Civil Rights Act of 1964, as amended, the Rehabilitation Act of 1973, as amended, and the Americans with Disabilities Act, as amended, more specifically define UNMC nondiscrimination obligations.

== Authorities and Administration ==

#The UNMC Human Resources’ Division Director of Employee Relations is responsible for the administration, implementation, and maintenance of the Non-Discrimination, including Sexual and Other Prohibited Harassment, Policy at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance Executive Director of Human Resources and the Vice Chancellor for Business and Finance.

== Policy ==

#The [http:www.unmc.edu/ University of Nebraska Medical Center] (UNMC) declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and non-discrimination in providing its services to the public. Therefore, UNMC shall not discriminate against students, employees, and other campus visitors based on race, color, age, disability, religion, sex, national origin, marital status, genetic information, sexual orientation, political affiliation, or Veteran status. Sexual harassment ''and other prohibited harassment on the basis of a person's protected status'' is prohibited under this policy.

#'''Sexual Harassment:'''

#*'''Legal Definition of Sexual Harassment:'''

According to the federal Equal Employment Opportunity Commission guidelines, sexual harassment is: " . . . unwelcome sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature. . . " when:

#**Submission to such conduct is made either explicitly or implicitly, a term or condition of employment or educational status.
#**Submission to or rejection of such conduct is used as the basis for employment or academic decisions affecting an individual.

Such conduct has the purpose or effect of unreasonably interfering with one's work or academic performance or creating an intimidating, hostile, or offensive environment.

#*'''General Categories of Sexual Harassment:'''

'''Hostile Environment:''' Unwelcome conduct which is severe or pervasive and is of a sexual nature, whether oral, pictorial, electronic (whether real or virtual), written, or physical, which in purpose or effect intimidates the recipient or creates an offensive or hostile working or academic environment. Such communication might be repeated use of greeting or titles offensive to the recipient, e.g., gestures, or physical contact such as touching or pinching.

'''Quid Pro Quo:''' Solicitation of sexual contact of any nature when submission to or rejection of such contact explicitly or implicitly imposes either favorable or adverse terms or conditions of employment or academic standing.

== Enforcement ==

#The UNMC Affirmative Action Officer, Carmen Sirizzotti, Division Director of Human Resources-Employee Relations, monitors UNMC's affirmative action and non-discrimination policies.

'''Responsibilities of UNMC Affirmative Action Officer, Administrators, Faculty, Staff, and Students, and the University'''

#A work and academic environment free of discrimination is the responsibility of every member of the campus community.

The UNMC Affirmative Action Officer, Carmen Sirizzotti, Division Director of Human Resources-Employee Relations, is responsible for hearing complaints, concerns, reports of problems, and for providing assistance in such matters as the nondiscrimination or sexual harassment and harassment based upon protected status policies and the UNMC grievance process.

University officials (i.e., Vice Chancellors, Deans, Directors, Department Chairs, Ombuds Team Members) are also responsible for assisting faculty, staff, and students in receiving appropriate responses to complaints or issues.

Faculty, staff, and students are responsible for bringing forward complaints, concerns, problems or issues regarding discrimination or sexual harassment or harassment based upon protected status to either the UNMC Affirmative Action Officer, Carmen Sirizzotti, Division Director of Human Resources-Employee Relations, or to a University official as described above.
Faculty may also report complaints of discrimination or sexual harassment directly to the Faculty Senate Grievance Committee, to Kurtis Cornish, Ph.D., Committee Chair, at 402/559-4372, or at 984574 Nebraska Medical Center, Omaha, NE 68198-4575.

UNMC reserves the right to take appropriate action against prohibited discrimination affecting the work or academic environment in the absence of a complaint from an individual.

== Reporting Complaints ==

#Any employee, applicant for employment or an educational program, student, or campus visitor, who believes he or she may have suffered discrimination or sexual harassment or harassment based upon protected status should report problems, concerns, complaints, or issues relating to alleged prohibited discrimination by contacting the UNMC Affirmative Action Officer, Carmen Sirizzotti, Division Director of Human Resources-Employee Relations at 402/559-2710 (phone), 402/559-5904 (fax); individuals may come to the office at Room 2000 Administration Center, 426 South 40th Street, Omaha, NE 68198-5470, during normal business hours (8:00 am - 5:00 pm, Monday through Friday).

Administrators, faculty, staff, and students also may assist parties in bringing forward inquiries or complaints of alleged prohibited discrimination by contacting Ms. Sirizzotti at Human Resources-Employee Relations. The Human Resources-Employee Relations office administers the UNMC formal grievance process related to discrimination issues.

Faculty may also report complaints of discrimination or sexual harassment or harassment based upon protected status directly to the Faculty Senate Grievance Committee, to Kurtis Cornish, Ph.D., Committee Chair, at 402/559-4372, or at 984574 Nebraska Medical Center, Omaha, NE 68198-4575.

== Confidentiality ==

#To the extent possible the investigation of complaints filed under this policy shall be kept confidential by the UNMC employee investigating the complaint, the person making the complaint, the subject of the complaint, and individuals interviewed about the complaint.

However, all persons involved in the complaint shall understand that UNMC is not precluded from conducting a thorough investigation and communicating with UNMC employees who have a need or right to know the findings of the investigation

== No Retaliation ==

#There shall be no retaliation against individual employees who raise concerns. Individuals with compliance concerns or complaints should review the UNMC Compliance Hotline Policy # 8001, which provides information on communication channels for employees and students to report any activity or conduct that they suspect violates University of Nebraska or UNMC policies and procedures, and/or federal, state, or local laws and regulations.

UNMC will not permit retaliation against any individual who, in good faith, files a complaint of harassment or participates as a witness in a harassment investigation. Those who engage in such retaliatory behaviors shall receive the appropriate discipline.
== Equal Employment Opportunity ==
#The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited.
For additional information, contact Human Resources, Employee Relations at 559-2710.
This page maintained by [mailto:dpanowic@unmc.edu dkp].

Corrective/Disciplinary Action

2012-08-09T19:29:42Z

Nirichardson:

'''[[Human Resources]]''' | [[Safety/Security]] | [[Research Compliance]] | [[Compliance]] | [[Privacy/Information Security]] | [[Business Operations]] | [[Intellectual Property]]
<br /><br />
[[Employee Leave]] | [[Employee Health and Safety Policy]] | [[Employment Policy]] | [[Flu Season Policy]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Drug Free Campus]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Recognition and Reward Policy]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]]
<br /><br />

Policy No.: '''1098'''<br />

Effectifve Date: '''03/18/08'''<br />

Revised Date: '''10/26/10'''<br />

Reviewed Date: '''10/26/10'''<br />

<br />

<h3> Purpose </h3>
<br />

1.1 UNMC employees are required to meet certain standards of work performance and workplace conduct. When employees do not meet specified standards, Corrective and Disciplinary actions including termination for cause may be warranted.<br />

<h3> Scope </h3>
<br />

2.1 The UNMC Corrective and Disciplinary Action Policy is applicable to all UNMC employees to include Office/Service, Managerial/Professional, Faculty, and Other Academic positions. In the case of employees with Faculty appointments, terminations and grievance procedures are also governed by the Bylaws of the Board of Regents of the University of Nebraska(Chapter 4), Board of Regents Policy, and policy and procedures adopted by the individual colleges and the UNMC Faculty Senate.<br />

<h3> Basis of the Policy </h3>
<br />

3.1 The [http://www.unmc.edu/ University of Nebraska Medical Center] (UNMC) follows the performance management policies set forth in the [http://www.nebraska.edu/ University of Nebraska Central Administration] personnel policies including: #7521, Original Probationary Period; #7358, Employee Discipline; and #7312-Section 1.1, Termination of Employment for Cause. For employees with Faculty appointments, terminations and grievance procedures are also governed by the Bylaws of the Board of Regents of the University of Nebraska (Chapter 4), Board of Regents Policy, and policy and procedures adopted by the individual colleges and the UNMC Faculty Senate.<br />

<h3> Authorities and Administration </h3>
<br />

4.1 The UNMC Human Resources’ Division Director of Employee Relations is responsible for the administration, implementation, and maintenance of the Corrective and Disciplinary Action Policy at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance, Executive Director of Human Resources, and the Vice Chancellor for Business and Finance.<br />

<h3> Policy </h3>
<br />

<h3> Original Probationary Period </h3>
(Office-Service employees only)
<br />

5.1 It is the policy of the University of Nebraska Medical Center that all newly hired regular office/service employees serve one six-month Original Probationary Period. This Original Probationary Period is an extension of the selection process and is used to determine an employee's suitability for employment at UNMC. The successful completion of the probationary period is not to be construed as granting a property interest in continuing employment.<br />

5.2 Departments in collaboration with Human Resources, Employee Relations may consider dismissing an office/service employee during the Original Probationary Period with a Corrective and Disciplinary Action termination notice.<br />

5.3 Unless there is a break in UNMC employment, office/service employees serve only one Original Probationary Period.<br />

<h3> Original Probationary Period Rights </h3>
<br />

6.1 Original probationary employees have no grievance rights but have a right to a Corrective and Disciplinary Action Termination Notice. However, employees on original probation who believe that their legal rights with respect to employment have been violated by a termination action may consult with UNMC Human Resources-Employee Relations. Employees raising issues of discrimination and/or sexual harassment, during their original probationary period, may also seek assistance through Employee Relations/Affirmative Action Officer.<br />

<h3> Corrective and Disciplinary Actions </h3>
<br />

7.1 An action taken to address workplace performance and/or conduct deficiencies that are negatively affecting an employee’s contribution to the organization.<br />

7.2 Corrective and Disciplinary Actions cannot be administered according to an absolute set of rules; decisions must be made based on the facts of each situation. Corrective and Disciplinary Actions may be taken in progressive order up to and including termination for cause or may be administered as the situation warrants. Management is encouraged to consult with Human Resources – Employee Relations on Corrective and Disciplinary Actions.<br />

7.3 Examples of conduct or actions that may justify Corrective and Disciplinary Actions, up to termination for cause, are listed in the Corrective and Disciplinary Action Procedures on the Human Resources website at www.unmc.edu/hr. Types of Corrective and Disciplinary Actions may include:<br />

* Verbal Warning for inappropriate workplace conduct and/or for work performance deficiencies
* Written Warning for inappropriate workplace conduct and/or for work performance deficiencies
* Suspension with Pay
* Suspension without Pay
* Termination/discharge for Cause<br />

7.4 Departments and managers issuing any type of Corrective and Disciplinary Actions may complete the [http://www.unmc.edu/hr/Forms/CorDisAct.doc Corrective and Disciplinary Action Form] in consultation with Human Resources-Employee Relations (see procedures for contact information), to ensure that UNMC procedures are followed.<br />

<h3> Verbal Warning </h3>
<br />

8.1 A Verbal Warning may be given to alert an employee to specific deficiencies (failure to meet work product standards or workplace/conduct standards). A Verbal Warning consists of a discussion in which the supervisor verbally advises an employee of his/her performance or conduct deficiencies and recommended corrective actions. Notes regarding the meeting may be kept in departmental files.<br />

<h3> Written Warning Notice </h3>
<br />

9.1 A Written Warning Notice may be given to an employee when other efforts to correct performance or conduct deficiencies have failed or as a first Corrective and Disciplinary Action when the performance or conduct deficiency is serious enough to warrant a written reprimand. A Corrective and Disciplinary Action Written Warning Notice consists of a written document, which may be in the form of a letter or on the Corrective and Disciplinary Action Form. The Corrective and Disciplinary Action written warning notice will describe the deficiency; include a plan for corrective action, and a time frame if applicable. The employee should sign and date the written notice and may provide a written response presenting information on their own behalf.<br />

<h3> Suspension with Pay </h3>
<br />

10.1 In the event that an employee's presence on campus during an employment situation investigation or actual employment may endanger others, present a risk to UNMC, or if it is required that an employee not return to the workplace until an employment situation investigation is complete and an employment decision has been made, the employee may be suspended with pay, until the employment situation investigation is completed and/or the employment decision is made.<br />

10.2 Management must consult with Human Resources-Employee Relations (see procedures for contact information) before suspending an employee.<br />

'''Suspension without Pay - Note: Suspending an employee without pay requires the prior approval of the UNMC Assistant Vice Chancellor - Executive Director of Human Resources.'''<br />

11.1 Suspension without Pay is appropriate when other efforts to correct unsatisfactory work performance or conduct have failed. It is also appropriate as a first Corrective and Disciplinary Action when the immediate supervisor considers the unsatisfactory work performance or conduct to be serious enough to warrant a severe penalty.<br />

11.2 After considering the circumstances the supervisor, with the assistance of the UNMC Assistant Vice Chancellor - Executive Director of Human Resources or designee, decides whether to implement the suspension. The period of suspension is without pay and should normally not exceed five workdays. Suspension without Pay is implemented by a Corrective and Disciplinary Action to the employee informing the employee of the suspension and the reasons for the action. If an employee is to be placed on “Corrective Probation” upon return to work, that fact should be included in the Corrective and Disciplinary Action Form.<br />

11.3 Employees on suspension without pay will not be granted vacation, sick, floating/banked holiday, or regular holiday leave, nor may they use compensatory time previously earned to avoid being without pay.<br />

11.4 If a Corrective Probationary Period follows a suspension without pay, it must be done with the consultation of Human Resources-Employee Relations to ensure that it is reasonable and related to the suspension without pay.<br />

<h3> Termination for Cause </h3>
<br />

12.1 Management, in consultation with Human Resources-Employee Relations, may terminate employees for cause when employees fail to meet department, unit, or UNMC work performance or workplace conduct standards. Note: Either the employee or UNMC may also end the employment relationship under Policy 1006, Employee Separation, sections 5.2, 5.3, and 5.4.<br />

12.2 Any employee (except probationary employee) considered for "Termination for Cause" will be given a pre-termination hearing. At the pre-termination hearing employees will be given the opportunity to be informed about why termination is being considered and to present information on their own behalf. If, after the hearing, "Termination for Cause" is recommended, the employee will be given a Corrective and Disciplinary Action Termination Notice and will have access to the UNMC grievance process in UNMC Policy No. 1020, Employee Grievance Process. Section 6.1 applies to original probationary period office-service employees terminated for cause<br />

<h3> Grievable Corrective and Disciplinary Actions </h3>
<br />

13.1 For any of the following corrective and disciplinary actions, employees (except probationary employees) may file a grievance under UNMC Policy No. 1020, Employee Grievance Process or the applicable faculty procedure.<br />

* Written Warning of Corrective and Disciplinary Actions for inappropriate workplace conduct / conduct and/or work-performance deficiencies
* Suspension without Pay
* Termination for Cause<br />

<h3> Rehire Eligibility </h3>
<br />

14.1 Persons dismissed for cause from UNMC or from any University of Nebraska campus are not eligible for rehire without prior approval of Human Resources. Persons leaving UNMC while under Corrective and Disciplinary Action or those whose performance is documented as below satisfactory may not be eligible for rehire. Persons dismissed for gross misconduct from UNMC or from any University of Nebraska campus are not eligible for rehire at UNMC. Questions relative to an applicant's eligibility for re-hire should be directed to Human Resources.<br />

<h3> Equal Employment Opportunity </h3>
<br />

15.1 The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited.<br />
For additional information, contact Human Resources, Employee Relations, 559-2710, or see the Corrective and Disciplinary Action Procedures and the Corrective and Disciplinary Action Form.<br />

This policy maintained by dkp.

Compensation Administration

2012-08-09T19:24:03Z

Nirichardson:

Work Schedules

2012-08-09T16:38:59Z

Nirichardson:

'''[[Human Resources]]''' | [[Safety/Security]] | [[Research Compliance]] | [[Compliance]] | [[Privacy/Information Security]] | [[Business Operations]] | [[Intellectual Property]]
<br /><br />
[[Employee Leave]] | [[Employee Health and Safety Policy]] | [[Employment Policy]] | [[Flu Season Policy]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Drug Free Campus]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Recognition and Reward Policy]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]]
<br /><br />

<p>POLICY NO: <strong>1005</strong><br />EFFECTIVE DATE: <strong>10/17/03</strong><br />REVISED DATE: <strong>10/26/10</strong><br />REVIEWED DATE: <strong>10/26/10</strong><br /><br />
== Purpose ==
<br />1.1 Includes Work Scheduling; Overtime and Compensatory Time for Hourly Paid Employees; Shift Differential for Hourly Paid Employees; Flextime; Alternate Work Sites; Essential Activity Condition; and Severely Inclement Weather<br />
== Scope ==
<br />2.1 The UNMC Work Schedules policy is applicable to all UNMC Office/Service and Managerial/Professional employees.<br />
== Basis of the Policy ==
<br />3.1 University of Nebraska Personnel Policy 7314 Work Schedules, 7511 Overtime, and 7512 Shift Differential. Administrative practices of the University of Nebraska and the (federal) Fair Labor Standards Act, including the Wage and Hour Standards.<br />
== Authorities and Administration ==
<br />4.1 Human Resources - Staffing, Compensation, Records, HRIT (SCRH) is responsible for administration of the Work Schedules Policy and Procedures. 4.2 At the University system level, the Vice President of Business and Finance, upon the advice and consultation from the Council of Business Officers, is responsible for work schedule guidelines. <br />
== Policy ==
<br />5.1 Equal Employment Opportunity The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited. <br /><a name="work_scheduling"></a>
<br /><br />5.2 Work Scheduling It is the policy of the University of Nebraska Medical Center (UNMC) that all employees work according to established work schedules for the purpose of maintaining continuity in the administration of UNMC and in delivering UNMC’s products and services. For All Employees The normal workweek standard for full-time employees is 40 hours. Part-time employees will be pro-rated according to the established full-time equivalent (FTE). Management reserves the right to adjust the starting and ending times for each shift to meet current needs. In times of severe weather, natural or other disasters, essential personnel may be required to remain on campus for extended periods of time. Employees must notify their supervisor as soon as possible if they are unable to report to work. Specific notification periods and rules are established by departments consistent with the business needs of that department. If an employee fails to report to work and fails to notify the supervisor for three consecutive work days, it will be assumed that the employee has abandoned his/her job. This will result in termination for cause. [http://www.unmc.edu/hr/Proc/Wrk%20Sched1005.htm Work Scheduling Procedures]<br /><a name="overtime"></a>
<br /><br />5.3 Overtime and Compensatory Time For Hourly Paid Employees There are two methods of calculating overtime:<br />* Overtime in excess of 40 hours * Overtime in excess of eight hours per day or 80 hours per pay period. (Use of this method must have the approval of Human Resources.)<br />All non-exempt, hourly paid employees (including part-time employees working more than 40 hours in one work-week) will receive overtime compensation. This may be in the form of overtime pay or compensatory time, both granted at one and one-half hours for every hour worked above 40 or 8/80. Employee’s agreement to work overtime constitutes an agreement to accept compensatory time in lieu of overtime pay. Business units are responsible for administering and communicating the use of compensatory time and overtime within their specific work areas. Employees may not accumulate more than 60 hours of compensatory time and they must be paid for any hours in excess of that total. (Note: 40 hours of overtime worked converts to 60 hours of compensatory time.) [http://www.unmc.edu/hr/Proc/Wrk%20Sched1005.htm#Overtime_and_Compensatory Overtime and Compensatory Time for Hourly Paid Employees Procedures]<br />
<br /><br />5.4 Employees Working More Than One Job Hourly paid employees seeking additional UNMC paid positions must obtain approval of the primary department supervisor prior to accepting any other employment. In no instance will an hourly paid employee hold multiple positions where the regular FTE would exceed 1.00. Any position that would cause the FTE to exceed 1.00 must be temporary. <br /><a name="shift_differential"></a>
<br /><br />5.5 Shift Differential For Hourly Paid Employees At UNMC, regular hourly paid employees who are assigned to work at night receive additional compensation. A shift differential of ten percent (10%) of base hourly rate is to be paid to an eligible hourly paid employee whose work shift includes four or more hours outside normal UNMC hours (8:00 a.m. to 5:00 p.m.). Shift differential is to be paid for the entire shift, not just for the four or more hours outside normal hours. Shift differential is to be paid for work shifts every day of the week, including weekends. [http://www.unmc.edu/hr/Proc/Wrk%20Sched1005.htm#Shift_Differential Shift Differential for Hourly Paid Employees Procedures] <br /><a name="flextime"></a>
<br /><br />5.6 Flextime Departments may institute a schedule of flexible working hours for office/service and managerial/professional employees, provided it does not increase staffing costs or decrease departmental efficiency. Flextime allows employees to maintain a work schedule other than normal UNMC hours. Regardless of flextime scheduling, all offices must be sufficiently staffed to maintain regular operations during normal UNMC work hours described above. [http://www.unmc.edu/hr/Proc/Wrk%20Sched1005.htm#Flextime Flextime Procedures] <br /><a name="alternative_site"></a>
<br /><br />5.7 Alternative Work Sites UNMC departments may allow some employees to perform job responsibilities from home or from other alternative worksites. Depending on the work assignment, this may be appropriate for both office/service and managerial/professionals. A written agreement between the department and the individual is required for use of alternative worksites. Employees could also be required to complete additional agreements regarding use of University-owned equipment at off-site locations. [http://www.unmc.edu/hr/Proc/Wrk%20Sched1005.htm#Alternative Alternative Work Sites Procedures] <br /><a name="essential_activity"></a>
<br /><br />5.8 Essential Activity Condition At UNMC, in times of extreme/severe weather, natural or other disasters, essential employees may be required to remain on campus for an extended period of time or to report to campus. [http://www.unmc.edu/hr/Proc/Wrk%20Sched1005.htm#Essential Essential Activity Condition Procedures] <br /><a name="weather"></a>
<br /><br />5.9 Severely Inclement Weather UNMC, as a health sciences center, has a number of activities that must be kept operational regardless of the weather conditions. Because so many employees must report, regardless of the weather, the determination has been made for the entire campus to be considered open and operational, even when other University of Nebraska campuses and area businesses may be closed. Employees who do not report, or leave early, with supervisor approval must use vacation or floating holiday time to account for any time not worked. Salaried employees who are exempt from FLSA cannot take unpaid leave in increments of less than one work day.</p>
<p>UNMC employees located on other University of Nebraska campuses must follow the guidelines of the campus on which they reside. <br />
== Equal Employment Opportunity ==
<br />6.1 The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited.</p>
<p>For additional information, contact Human Resources, Staffing, Compensation, Records and HRIT, 559-5905, or see the <a href="http://www.unmc.edu/hr/Proc/WrkSched1005.htm#Work_Scheduling">Work Scheduling Procedures</a>.</p>
<p>This page maintained by dkp.</p>

Influenza

2012-08-09T15:46:10Z

Nirichardson:

University of Nebraska Medical Center - User contributions [en]

Principles of Financial Stewardship

Red Flag Identity Theft Prevention Program

Conflict of Interest

Contracts

Clinical Research and Clinical Trial Professional and Technical Fee Billing

Use of Human Anatomical Material

Export Control

Research Integrity

Inspections/Investigations by Third Parties

Compliance Hotline

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Service Center

Cost Transfer

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Sponsored Project Cost Share

Unallowable Cost Policy

Sponsored Programs Costing

Enterprise Threat Assessment Response Team

Medical Surveillance

Food, Drinks and Cosmetic Use in Laboratory Areas

Tuberculosis Exposure

Pets in the Workplace

Children in the Workplace

Portable Space Heaters

Waste Handling

Waste Handling

Bloodborne Pathogens Exposure

Latex Sensitivity

Fitness for Duty

Personnel Action Documentation

AIDS, HIV, and Other Bloodborne Pathogens

Consensual Relationships

Nepotism

Tobacco-Free Campus

Corrective/Disciplinary Action

Performance Evaluation

Employee/Dependent Scholarship

Political Activities

Shipping Hazardous Materials

Deadly Weapon

Employee Recognition and Reward

Recurring/Additional Payment

Background Check

Drug Free Campus

Non-Discrimination and Harassment

Corrective/Disciplinary Action

Compensation Administration

Work Schedules

Influenza