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[[Employee Leave]] | [[Drug Free Campus]] | [[Employment]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress Code]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Employee Recognition and Reward]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Flu Season]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]] | [[Employee Leave]] | [[Drug Free Campus]] | [[Employment]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress Code]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Employee Recognition and Reward]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Flu Season]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]] | ||
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<p>Policy No: <strong>1004</strong> <br />Effective Date: <strong>11/21/07 </strong><br />Revised Date: <strong> | <p>Policy No: <strong>1004</strong> <br />Effective Date: <strong>11/21/07 </strong><br />Revised Date: <strong>09/27/13 </strong><br />Reviewed Date: <strong>09/27/13 </strong></p> | ||
==Purpose== | ==Purpose== | ||
1.1 To establish a policy regarding the recruitment/staffing procedures for UNMC employees. | 1.1 To establish a policy regarding the recruitment/staffing procedures for UNMC employees. | ||
==Scope== | ==Scope== | ||
2.1 | 2.1 UNMC Policy No. 1004, Employment, is applicable to all UNMC Office/Service and Managerial/Professional positions. This policy is not applicable to Faculty, Academic Administration, and Other Academic positions. | ||
==Basis of the Policy== | ==Basis of the Policy== | ||
3.1 Federal law | 3.1 Federal law is the basis of UNMC Policy No. 1004, Employment. | ||
==Authorities and Administration== | ==Authorities and Administration== | ||
4.1 Human Resources, | 4.1 Human Resources, Staffing/Compensation/Records/IT, 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 /> | 4.2 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 | 4.3 Human Resources, Staffing/Compensation/Records/IT, is available for consultation on any employment transaction. There are circumstances which require Staffing/Compensation/Records/IT involvement. Those circumstances are specified in the [http://www.unmc.edu/hr/Proc/Procedures1004.pdf Employment Procedure]. | ||
==Policy== | ==Policy== | ||
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. | ||
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<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 /><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 />5.3.4 '''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, 402/559-8534 or 402/559-4371. | <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, 402/559-8534 or 402/559-4371. | ||
<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 />5.3.5 '''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 No. 1028, [[Reduction-in-Force]], and [http://www.unmc.edu/hr/Proc/Procedures1028.pdf Reduction-in-Force Procedures]. | ||
<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 /><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 />5.4 '''Pre-Employment Requirements.''' When an applicant has been interviewed and identified as a finalist, the department may refer to the [http://www.unmc.edu/hr/Proc/Procedures1004.pdf Employment Procedure] Section 5.4 for detailed steps regarding pre-employment requirements. | <br /><br />5.4 '''Pre-Employment Requirements.''' When an applicant has been interviewed and identified as a finalist, the department may refer to the [http://www.unmc.edu/hr/Proc/Procedures1004.pdf Employment Procedure] Section 5.4 for detailed steps regarding pre-employment requirements. | ||
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<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 /><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 />5.4.3 '''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"], 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 />5.4.3 '''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"], 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 | <br /><br />5.4.4 '''Background Checks.''' In accordance with UNMC Policy No. 1010, [[Background Check]], all prospective new hires (regular and temporary) are required to successfully complete a pre-employment background check prior to starting work. A background check is only completed after an applicant has accepted the offer of employment. If a current UNMC regular or temporary employee transfers to a new position, a background check is required under certain circumstances. Please review UNMC Policy No. 1010, [[Background Check]], for additional information. | ||
==Equal Employment Opportunity== | ==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. | 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. | ||
==Additional Information== | ==Additional Information== | ||
*Human Resources, | *Human Resources, Staffing/Compensation/Records/IT, 402/559-2710 during regular business hours | ||
*Human Resources, Employee Relations, 402/559-8534 or 402/559-4371 during regular business hours | *Human Resources, Employee Relations, 402/559-8534 or 402/559-4371 during regular business hours | ||
*[http://www.unmc.edu/hr/Proc/Procedures1004.pdf Employment Procedure]. | *[http://www.unmc.edu/hr/Proc/Procedures1004.pdf Employment Procedure]. | ||
*UNMC Policy No. 1010, [[Background Check]], | |||
*UNMC Policy No. 1028, [[Reduction-in-Force]] | |||
*UNMC Policy No. 1098, [http://wiki.unmc.edu/Corrective/Disciplinary_Action Corrective and Disciplinary Action] | |||
*UNMC Policy No. 1101, [[Nepotism]], | *UNMC Policy No. 1101, [[Nepotism]], | ||
*[http://www.unmc.edu/hr/Proc/Procedures1028.pdf Reduction-in-Force Procedures]. | *[http://www.unmc.edu/hr/Proc/Procedures1028.pdf Reduction-in-Force Procedures]. | ||
*([http://www.nebraskalegislature.gov/laws/statutes.php?statute=48-226/ Neb. Rev. Stat. Sec. 48-226], Reissue 1984 | *([http://www.nebraskalegislature.gov/laws/statutes.php?statute=48-226/ Neb. Rev. Stat. Sec. 48-226], Reissue 1984 | ||
*[http://www.dol.gov/whd/regs/compliance/childlabor101.pdf "Child Labor Requirements in Nonagricultural Occupations Under the Fair Labor Standards Act"], Child Labor Bulletin 101, U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division, WH-1330, revised March 2001<br /> | *[http://www.dol.gov/whd/regs/compliance/childlabor101.pdf "Child Labor Requirements in Nonagricultural Occupations Under the Fair Labor Standards Act"], Child Labor Bulletin 101, U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division, WH-1330, revised March 2001<br /> | ||
<br />This page maintained by [mailto:dpanowic@unmc.edu dkp]. | <br />This page maintained by [mailto:dpanowic@unmc.edu dkp]. | ||