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3.1 Federal law, administrative practices of Central Administration, and Board of Regents policy, section 3.1, 3.2, 3.3, and 3.4 are the basis of the employment policy. | 3.1 Federal law, administrative practices of Central Administration, and Board of Regents policy, section 3.1, 3.2, 3.3, and 3.4 are the basis of the employment policy. | ||
<h2>Authorities and Administration </h2> | <h2>Authorities and Administration </h2> | ||
4.1 Human Resources, Strategic Staffing and Compensation, is responsible for all aspects of the hiring process for employees classified as “Non-Academic”, otherwise designated as “Office/Service” and “Managerial/Professional”. Not included within the scope of this policy are the hiring activities for those employees designated as “Academic” and “Academic/Administrative”, whose activities are the responsibility of Academic Support Services. 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 the content of the employment policy. 4.3 The Strategic Staffing and Compensation Division, is available for consultation on any employment transaction. There are circumstances which require Strategic Staffing and Compensation Division involvement. Those circumstances are specified in the Employment Procedure #1004P. | 4.1 Human Resources, Strategic Staffing and Compensation, is responsible for all aspects of the hiring process for employees classified as “Non-Academic”, otherwise designated as “Office/Service” and “Managerial/Professional”. Not included within the scope of this policy are the hiring activities for those employees designated as “Academic” and “Academic/Administrative”, whose activities are the responsibility of Academic Support Services. <br /><br /> | ||
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 the content of the employment policy. <br /><br /> | |||
4.3 The Strategic Staffing and Compensation Division, is available for consultation on any employment transaction. There are circumstances which require Strategic Staffing and Compensation Division involvement. Those circumstances are specified in the Employment Procedure #1004P. | |||
<h2> Policy </h2> | <h2> Policy </h2> | ||
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. | 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 /><br />5.2 Appointments to Positions Employees will be appointed to positions so that terms and conditions of employment may be established. For the purpose of determining eligibility to participate in the University-wide insured benefits program, an appointee must be appointed to a Regular position that is a 0.5 full-time equivalent (FTE) or greater. If employed in a 0.5 FTE Temporary position for more than six (6) consecutive months the employee must be given the opportunity to post into a Regular appointment or the Temporary position must conclude. | <br /><br />5.2 '''Appointments to Positions.''' Employees will be appointed to positions so that terms and conditions of employment may be established. For the purpose of determining eligibility to participate in the University-wide insured benefits program, an appointee must be appointed to a Regular position that is a 0.5 full-time equivalent (FTE) or greater. If employed in a 0.5 FTE Temporary position for more than six (6) consecutive months the employee must be given the opportunity to post into a Regular appointment or the Temporary position must conclude. | ||
<br /><br />5.3 Recruitment All positions which are classified as “Regular” full-time and part-time must be posted for a minimum of seven (7) calendar days beginning the day after the position is posted. Upon request of the department, recruitment may be limited to internal applicants only (UNMC employees). Waiver of posting requests must be submitted to the Division Director of Strategic Staffing and Compensation. The request of waiver is located within the requisition in the Jobs@ on-line recruitment system. The waiver is reviewed by the Division Director of Strategic Staffing and Compensation. The department will be notified of the results via email. Temporary vacancies are not required to be posted unless requested by the department. | <br /><br />5.3 '''Recruitment.''' All positions which are classified as “Regular” full-time and part-time must be posted for a minimum of seven (7) calendar days beginning the day after the position is posted. Upon request of the department, recruitment may be limited to internal applicants only (UNMC employees). Waiver of posting requests must be submitted to the Division Director of Strategic Staffing and Compensation. The request of waiver is located within the requisition in the Jobs@ on-line recruitment system. The waiver is reviewed by the Division Director of Strategic Staffing and Compensation. The department will be notified of the results via email. Temporary vacancies are not required to be posted unless requested by the department. | ||
<br />5.3.1 Qualified Applicants All applicants must submit an electronic application for vacant posted positions, by way of [https://jobs.unmc.edu/ jobs.unmc.edu]. Only applicants who meet the minimum qualifications for the specific positions for which they apply will be considered for employment with UNMC. If an applicant is deemed qualified by Strategic Staffing, the application will be referred to the department for consideration. UNMC does not accept paper resumes and/or hand-written applications. Individuals needing assistance with the on-line application may call 559-4070, or come to the Employment Office located in the Administration building at 40th & Dewey during normal business hours. | <br /><br /> | ||
<br />5.3.2 Nepotism Please see UNMC Policy No. 1101 Nepotism | 5.3.1 '''Qualified Applicants.''' All applicants must submit an electronic application for vacant posted positions, by way of [https://jobs.unmc.edu/ jobs.unmc.edu]. Only applicants who meet the minimum qualifications for the specific positions for which they apply will be considered for employment with UNMC. If an applicant is deemed qualified by Strategic Staffing, the application will be referred to the department for consideration. UNMC does not accept paper resumes and/or hand-written applications. Individuals needing assistance with the on-line application may call 559-4070, or come to the Employment Office located in the Administration building at 40th & Dewey during normal business hours. | ||
<br />5.3.3 Employee Transfer New hires must have completed six months of employment in their present positions at an acceptable level of performance (not on a corrective action plan). A new hire is defined as any employee who is starting employment with UNMC for the first time or returning to UNMC after a formal separation of employment. Subsequent and concurrent transfers must have completed one year in the current position at an acceptable level of performance (not on a corrective action plan). If an employee wishes to transfer early, he/she must submit a request to his/her immediate supervisor for approval. The request must be approved by the employee’s supervisor and the Division Director of Strategic Staffing and Compensation. If approved the employee may then apply for posted positions. Employees who have received a formal disciplinary action within the past 12 months are not eligible for transfer without Human Resources approval. | <br /><br />5.3.2 '''Nepotism.''' Please see UNMC Policy No. 1101, [[Nepotism]], for details regarding nepotism. | ||
<br />5.3.4 Rehire Eligibility In accordance with UNMC Policy No. 1098 | <br /><br />5.3.3 '''Employee Transfer.''' New hires must have completed six months of employment in their present positions at an acceptable level of performance (not on a corrective action plan). A new hire is defined as any employee who is starting employment with UNMC for the first time or returning to UNMC after a formal separation of employment. Subsequent and concurrent transfers must have completed one year in the current position at an acceptable level of performance (not on a corrective action plan). If an employee wishes to transfer early, he/she must submit a request to his/her immediate supervisor for approval. The request must be approved by the employee’s supervisor and the Division Director of Strategic Staffing and Compensation. If approved the employee may then apply for posted positions. Employees who have received a formal disciplinary action within the past 12 months are not eligible for transfer without Human Resources approval. | ||
<br />5.3.5 Preferential Consideration Employees who have been laid off through a Reduction-in-Force or loss of grant funding will receive preferential consideration as defined by UNMC Policy | <br /><br />5.3.4 '''Rehire Eligibility.''' In accordance with UNMC Policy No. 1098, [http://wiki.unmc.edu/Corrective/Disciplinary_Action Corrective and Disciplinary Action], 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 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 re-hire at UNMC. Questions relative to an applicant's eligibility for rehire should be directed to Human Resources. For additional information, contact Human Resources, Employee Relations, 402/559-2710 or 402/559-4371. | ||
<br/>5.3.6 Nebraska Veterans Preference A preference shall be given to eligible veterans who meet the minimum qualifications for vacant positions, as specified in, ([http://www.nebraskalegislature.gov/laws/statutes.php?statute=48-226/ Neb. Rev. Stat. Sec. 48-226], Reissue 1984). | <br /><br />5.3.5 '''Preferential Consideration.''' Employees who have been laid off through a Reduction-in-Force or loss of grant funding will receive preferential consideration as defined by UNMC Policy 1028,[[Reduction-in-Force]], and [http://www.unmc.edu/hr/Proc/Procedures1028.pdf Reduction-in-Force Procedures]. | ||
<br /><br />5.4 Pre-Employment Requirements When an applicant has been interviewed and identified as a finalist, the department may refer to the Employment Procedure Section 5.4 for detailed steps regarding pre-employment requirements. | <br /><br />5.3.6 '''Nebraska Veterans Preference.''' A preference shall be given to eligible veterans who meet the minimum qualifications for vacant positions, as specified in, ([http://www.nebraskalegislature.gov/laws/statutes.php?statute=48-226/ Neb. Rev. Stat. Sec. 48-226], Reissue 1984). | ||
<br />5.4.1 Employment Authorization UNMC will only hire persons who may legally work in the United States of America: citizens and nationals of the United States and aliens authorized to work in the United States. | <br /><br />5.4 '''Pre-Employment Requirements.''' When an applicant has been interviewed and identified as a finalist, the department may refer to the Employment Procedure Section 5.4 for detailed steps regarding pre-employment requirements. | ||
<br />5.4.2 Form I-9 To comply with the law, UNMC must verify the identity and employment eligibility of anyone hired (after November 6, 1986) and complete and retain a [http://www.unmc.edu/hr/Forms/I_9.pdf Form I-9]. Forms must be completed and returned to Strategic Staffing no later than 72 hours from the new hire’s start date. | <br /><br />5.4.1 '''Employment Authorization.''' UNMC will only hire persons who may legally work in the United States of America: citizens and nationals of the United States and aliens authorized to work in the United States. | ||
<br />5.4.3 Age Requirements in Employment It is the policy of UNMC to comply with provisions that are designed to protect young workers by limiting the types of jobs and the number of hours they work as outlined in [http://www.dol.gov/whd/regs/compliance/childlabor101.pdf “Child Labor Requirements in Nonagricultural Occupations Under the Fair Labor Standards Act”] , [http://www.dol.gov/whd/regs/compliance/childlabor101.pdf Child Labor Bulletin 101] , U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division, WH-1330, revised March 2001. The University of Nebraska Medical Center requires that all employees be at least 16 years of age. | <br /><br />5.4.2 '''Form I-9.''' To comply with the law, UNMC must verify the identity and employment eligibility of anyone hired (after November 6, 1986) and complete and retain a [http://www.unmc.edu/hr/Forms/I_9.pdf Form I-9]. Forms must be completed and returned to Strategic Staffing no later than 72 hours from the new hire’s start date. | ||
<br />5.4.4 Background Checks In accordance with UNMC Policy No. 1010, Background Check, all prospective new hires are required to successfully complete a pre-employment background check prior to starting work. This includes UNMC employees who transfer to a new position. A background check is only done after an applicant has accepted the offer of employment. | <br /><br />5.4.3 '''Age Requirements in Employment.''' It is the policy of UNMC to comply with provisions that are designed to protect young workers by limiting the types of jobs and the number of hours they work as outlined in [http://www.dol.gov/whd/regs/compliance/childlabor101.pdf “Child Labor Requirements in Nonagricultural Occupations Under the Fair Labor Standards Act”] , [http://www.dol.gov/whd/regs/compliance/childlabor101.pdf Child Labor Bulletin 101] , U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division, WH-1330, revised March 2001. The University of Nebraska Medical Center requires that all employees be at least 16 years of age. | ||
<br /><br />5.4.4 '''Background Checks.''' In accordance with UNMC Policy No. 1010, [[Background Check]], all prospective new hires are required to successfully complete a pre-employment background check prior to starting work. This includes UNMC employees who transfer to a new position. A background check is only done after an applicant has accepted the offer of employment. | |||
<h2> Equal Employment Opportunity </h2> | <h2> Equal Employment Opportunity </h2> | ||
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. Questions regarding this policy should be directed to Human Resources, Strategic Staffing and Compensation at 402/559-4101 during regular business hours or see the Employment Procedures. | 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 /><br />Questions regarding this policy should be directed to Human Resources, Strategic Staffing and Compensation at 402/559-4101 during regular business hours or see the [[Human_Resources_-_Procedures#Employment_Policy_-_Procedures_.231004|Employment Procedures]]. | ||
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