Employment - Revision history

Afaylor: Updated 6 HR links: 2x Reduction-in-Force Procedures, Form I-9, Americans with Disability Act and Section 504 Grievance Procedures – University of Nebraska, Requests for Reasonable Accommodation under the American with Disabilities Act, Lactation Support Program

2024-05-16T18:10:37Z

Updated 6 HR links: 2x Reduction-in-Force Procedures, Form I-9, Americans with Disability Act and Section 504 Grievance Procedures – University of Nebraska, Requests for Reasonable Accommodation under the American with Disabilities Act, Lactation Support Program

Mhurlocker: /* Additional Information */

2024-03-05T20:17:49Z

Additional Information

← Older revision		Revision as of 15:17, March 5, 2024
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	*[http://www.unmc.edu/hr/Proc/Lactation%20Support%20Program.pdf Lactation Support Program]		*[http://www.unmc.edu/hr/Proc/Lactation%20Support%20Program.pdf Lactation Support Program]

	<br />This page maintained by [mailto:~~dpanowic~~@unmc.edu ~~dkp~~].		<br />This page maintained by [mailto:mhurlocker@unmc.edu mh].

Dpanowic at 21:50, May 24, 2021

2021-05-24T21:50:59Z

Dpanowic at 21:46, April 1, 2021

2021-04-01T21:46:38Z

← Older revision		Revision as of 16:46, April 1, 2021
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	*UNMC Policy No. 1098, [http://wiki.unmc.edu/index.php?title=Corrective/Disciplinary_Action Corrective and Disciplinary Action]		*UNMC Policy No. 1098, [http://wiki.unmc.edu/index.php?title=Corrective/Disciplinary_Action Corrective and Disciplinary Action]
	*UNMC Policy No. 1101, [[Nepotism]]		*UNMC Policy No. 1101, [[Nepotism]]
	*[https://~~wiki~~.unmc.edu/~~images~~/1/1d/~~Procedures-1004-EmploymentPolicy-Revised-11-17-19~~.pdf Employment ~~Procedure~~]		*UNMC Procedures No. 1004[https://www.unmc.edu/human-resources/_documents/procedures/Procedures1004.pdf Employment]
	*[http://www.unmc.edu/hr/Proc/Procedures1028.pdf Reduction-in-Force Procedures]		*[http://www.unmc.edu/hr/Proc/Procedures1028.pdf Reduction-in-Force Procedures]
	*[https://nebraskalegislature.gov/laws/statutes.php?statute=48-227 Nebraska Revised Statute 48-227]: Preference for Nebraska Veterans, Disabled Veterans or Spouse of a Veteran with a 100% Permanent Disability		*[https://nebraskalegislature.gov/laws/statutes.php?statute=48-227 Nebraska Revised Statute 48-227]: Preference for Nebraska Veterans, Disabled Veterans or Spouse of a Veteran with a 100% Permanent Disability

Dpanowic at 15:23, February 16, 2021

2021-02-16T15:23:18Z

← Older revision		Revision as of 10:23, February 16, 2021
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	Policy No.: <strong>1004</strong> <br />		Policy No.: <strong>1004</strong> <br />
	Effective Date: <strong>11/01/07</strong><br />		Effective Date: <strong>11/01/07</strong><br />
	Revised Date: <strong>06/07/18</strong><br />		Revised Date: <strong>02/16/21</strong><br />
	Reviewed Date: <strong>06/07/18 </strong><br />		Reviewed Date: <strong>02/16/21 </strong><br />
	<br />		<br />
	'''<big>Employment Policy</big>'''		'''<big>Employment Policy</big>'''
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	<br /><br />5.3.4 '''Rehire Eligibility.''' In accordance with UNMC Policy No. 1098, [http://wiki.unmc.edu/index.php?title=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 rehire 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, 402-559-4371 or 402-559-8534.		<br /><br />5.3.4 '''Rehire Eligibility.''' In accordance with UNMC Policy No. 1098, [http://wiki.unmc.edu/index.php?title=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 rehire 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, 402-559-4371 or 402-559-8534.
	<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 />5.3.5 '''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, Disabled Veterans or Spouse of a Veteran with a 100% Permanent Disability Preference -- ~~Legislative Bill 588~~:''' A preference shall be given to eligible veterans, disabled veterans or spouse of a veteran with a 100% permanent disability who meet the minimum qualifications for vacant positions.		<br /><br />5.3.6 '''Nebraska Veterans, Disabled Veterans or Spouse of a Veteran with a 100% Permanent Disability Preference -- [https://nebraskalegislature.gov/laws/statutes.php?statute=48-227 Nebraska Revised Statute 48-227]:''' A preference shall be given to eligible veterans, disabled veterans or spouse of a veteran with a 100% permanent disability who meet the minimum qualifications for vacant positions.
	<br /><br />5.3.7 '''Nebraska Privacy Act – Nebraska Legislative Bill 821''' <br />		<br /><br />5.3.7 '''Nebraska Privacy Act – Nebraska Legislative Bill 821''' <br />

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	*[https://wiki.unmc.edu/images/1/1d/Procedures-1004-EmploymentPolicy-Revised-11-17-19.pdf Employment Procedure]		*[https://wiki.unmc.edu/images/1/1d/Procedures-1004-EmploymentPolicy-Revised-11-17-19.pdf Employment Procedure]
	*[http://www.unmc.edu/hr/Proc/Procedures1028.pdf Reduction-in-Force Procedures]		*[http://www.unmc.edu/hr/Proc/Procedures1028.pdf Reduction-in-Force Procedures]
			*[https://nebraskalegislature.gov/laws/statutes.php?statute=48-227 Nebraska Revised Statute 48-227]: Preference for Nebraska Veterans, Disabled Veterans or Spouse of a Veteran with a 100% Permanent Disability
	*[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		*[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
	*[http://www.unmc.edu/hr/Proc/ADA-Sec504%20Grievance%20Procedures.pdf Americans with Disability Act and Section 504 Grievance Procedures – University of Nebraska]		*[http://www.unmc.edu/hr/Proc/ADA-Sec504%20Grievance%20Procedures.pdf Americans with Disability Act and Section 504 Grievance Procedures – University of Nebraska]

Rpruch: /* Additional Information */

2019-12-05T16:35:11Z

Additional Information

← Older revision		Revision as of 11:35, December 5, 2019
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	*UNMC Policy No. 1098, [http://wiki.unmc.edu/index.php?title=Corrective/Disciplinary_Action Corrective and Disciplinary Action]		*UNMC Policy No. 1098, [http://wiki.unmc.edu/index.php?title=Corrective/Disciplinary_Action Corrective and Disciplinary Action]
	*UNMC Policy No. 1101, [[Nepotism]]		*UNMC Policy No. 1101, [[Nepotism]]
	*[https://wiki.unmc.edu/images/2/2c/Procedures-1004-~~Employment-Policy~~-Revised-06-06-18.pdf Employment Procedure]		*[https://wiki.unmc.edu/images/1/1d/Procedures-1004-EmploymentPolicy-Revised-11-17-19.pdf Employment Procedure]
	*[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.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		*[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

Rpruch: /* Policy */

2019-12-05T16:34:11Z

Policy

← Older revision		Revision as of 11:34, December 5, 2019
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	*Access an employee's or applicant's social networking site profile or account indirectly through any other person who is a social networking contact of the employee or applicant.		*Access an employee's or applicant's social networking site profile or account indirectly through any other person who is a social networking contact of the employee or applicant.
	*Retaliate or discriminate against an employee or applicant because the employee or applicant refuses to provide or disclose any user name or password or in any other way provide access to the employee's or applicant's social networking site profile or account through an electronic communication device.		*Retaliate or discriminate against an employee or applicant because the employee or applicant refuses to provide or disclose any user name or password or in any other way provide access to the employee's or applicant's social networking site profile or account through an electronic communication device.
	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.		5.4 '''Pre-Employment Requirements.''' When an applicant has been interviewed and identified as a finalist, the department may refer to the [https://wiki.unmc.edu/images/1/1d/Procedures-1004-EmploymentPolicy-Revised-11-17-19.pdf Employment Procedure] Section 5.4 for detailed steps regarding pre-employment requirements.
	<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 /><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 />5.4.2 '''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 Human Resources - Records no later than 72 hours from the new hire's start date. UNMC participates in the E-Verify program.		<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 Human Resources - Records no later than 72 hours from the new hire's start date. UNMC participates in the E-Verify program.
	<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 (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.		<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.

	==Notice of Non-Discrimination==		==Notice of Non-Discrimination==
	Please see UNMC's [http://www.unmc.edu/titleix/notice-nondiscrimination.html Notice of Non-Discrimination] regarding the University of Nebraska Medical Center's commitment to creating a diverse and inclusive working and learning environment free from discrimination and harassment.		Please see UNMC's [http://www.unmc.edu/titleix/notice-nondiscrimination.html Notice of Non-Discrimination] regarding the University of Nebraska Medical Center's commitment to creating a diverse and inclusive working and learning environment free from discrimination and harassment.

Rpruch: /* Authorities and Administration */

2019-12-05T16:33:01Z

Authorities and Administration

← Older revision		Revision as of 11:33, December 5, 2019
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	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 />		4.1 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 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].		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 [https://wiki.unmc.edu/images/1/1d/Procedures-1004-EmploymentPolicy-Revised-11-17-19.pdf Employment Procedure].

	==Policy==		==Policy==
	5.1 '''Equal Employment Opportunity.''' The University of Nebraska Medical Center (UNMC) is committed to creating a diverse and inclusive work and learning environment free from discrimination and harassment. UNMC is dedicated to creating an environment where everyone feels valued, respected and included. Therefore, the University of Nebraska Medical Center does not discriminate based on race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation in its programs, activities, or employment. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited. UNMC complies with all local, state and federal laws prohibiting discrimination, including Title IX, which prohibits discrimination on the basis of sex.		5.1 '''Equal Employment Opportunity.''' The University of Nebraska Medical Center (UNMC) is committed to creating a diverse and inclusive work and learning environment free from discrimination and harassment. UNMC is dedicated to creating an environment where everyone feels valued, respected and included. Therefore, the University of Nebraska Medical Center does not discriminate based on race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation in its programs, activities, or employment. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited. UNMC complies with all local, state and federal laws prohibiting discrimination, including Title IX, which prohibits discrimination on the basis of sex.

Afaylor: add Faculty tab and Personnel Files and change Flu Season to Influenza

2019-07-05T13:32:43Z

add Faculty tab and Personnel Files and change Flu Season to Influenza

← Older revision		Revision as of 08:32, July 5, 2019
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	<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"		<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
	width="20">[[Intellectual Property]]</td>		width="20">[[Intellectual Property]]</td>
			<td style="border-bottom:2px solid #A3B1BF" width="3"> </td>
			<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF"
			width="20">[[Faculty]]</td>
	</tr>		</tr>
	</table>		</table>
	<br />		<br />
	[[Employee Leave]] \| [[Drug Free Campus]] \| [[Employment]] \| [[Work Schedules]] \| [[Employee Separation]] \| [[Compensation Administration]] \| [[Dress Code]] \| [[Background Check]] \| [[Recurring/Additional Payment]] \| [[Employee Grievance Process]] \| [[Reduction-in-Force]] \| [[Outside Employment]] \| [[Political Activities]] \| [[Employee/Dependent Scholarship]] \| [[Employee Recognition and Reward]] \| [[Performance Evaluation]] \| [[Corrective/Disciplinary Action]] \| [[Non-Discrimination and Harassment]] \| [[Tobacco-Free Campus]] \| [[Nepotism]] \| [[~~Flu Season~~]] \| [[Consensual Relationships]] \| [[AIDS, HIV, and Other Bloodborne Pathogens]] \| [[Personnel Action Documentation]] \| [[Fitness for Duty]] \| [[Sexual Misconduct]]<br /><br />		[[Employee Leave]] \| [[Drug Free Campus]] \| [[Employment]] \| [[Work Schedules]] \| [[Employee Separation]] \| [[Compensation Administration]] \| [[Dress Code]] \| [[Background Check]] \| [[Recurring/Additional Payment]] \| [[Employee Grievance Process]] \| [[Reduction-in-Force]] \| [[Outside Employment]] \| [[Political Activities]] \| [[Employee/Dependent Scholarship]] \| [[Employee Recognition and Reward]] \| [[Performance Evaluation]] \| [[Corrective/Disciplinary Action]] \| [[Non-Discrimination and Harassment]] \| [[Tobacco-Free Campus]] \| [[Nepotism]] \| [[Influenza]] \| [[Consensual Relationships]] \| [[AIDS, HIV, and Other Bloodborne Pathogens]] \| [[Personnel Action Documentation]] \| [[Fitness for Duty]] \| [[Sexual Misconduct]] \| [[Personnel Files]]<br /><br />
	Policy No.: <strong>1004</strong> <br />		Policy No.: <strong>1004</strong> <br />
	Effective Date: <strong>11/01/07</strong><br />		Effective Date: <strong>11/01/07</strong><br />

Tamara.rager at 20:15, June 8, 2018

2018-06-08T20:15:01Z

← Older revision		Revision as of 15:15, June 8, 2018
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	*UNMC Policy No. 1098, [http://wiki.unmc.edu/index.php?title=Corrective/Disciplinary_Action Corrective and Disciplinary Action]		*UNMC Policy No. 1098, [http://wiki.unmc.edu/index.php?title=Corrective/Disciplinary_Action Corrective and Disciplinary Action]
	*UNMC Policy No. 1101, [[Nepotism]]		*UNMC Policy No. 1101, [[Nepotism]]
	*[~~http~~://~~www~~.unmc.edu/hr/~~Proc~~/~~Procedures1004~~.pdf Employment Procedure]		*[https://wiki.unmc.edu/images/2/2c/Procedures-1004-Employment-Policy-Revised-06-06-18.pdf Employment Procedure]
	*[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.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		*[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

← Older revision		Revision as of 13:10, May 16, 2024
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	Employees who have received a formal disciplinary action within the past 12 months are not eligible for transfer.		Employees who have received a formal disciplinary action within the past 12 months are not eligible for transfer.
	<br /><br />5.3.4 '''Rehire Eligibility.''' In accordance with UNMC Policy No. 1098, [http://wiki.unmc.edu/index.php?title=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 rehire 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, 402-559-4371 or 402-559-8534.		<br /><br />5.3.4 '''Rehire Eligibility.''' In accordance with UNMC Policy No. 1098, [http://wiki.unmc.edu/index.php?title=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 rehire 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, 402-559-4371 or 402-559-8534.
	<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 />5.3.5 '''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 [https://www.unmc.edu/human-resources/_documents/procedures/Procedures1028.pdf Reduction-in-Force Procedures].
	<br /><br />5.3.6 '''Nebraska Veterans, Disabled Veterans or Spouse of a Veteran with a 100% Permanent Disability Preference -- [https://nebraskalegislature.gov/laws/statutes.php?statute=48-227 Nebraska Revised Statute 48-227]:''' A preference shall be given to eligible veterans, disabled veterans or spouse of a veteran with a 100% permanent disability who meet the minimum qualifications for vacant positions.		<br /><br />5.3.6 '''Nebraska Veterans, Disabled Veterans or Spouse of a Veteran with a 100% Permanent Disability Preference -- [https://nebraskalegislature.gov/laws/statutes.php?statute=48-227 Nebraska Revised Statute 48-227]:''' A preference shall be given to eligible veterans, disabled veterans or spouse of a veteran with a 100% permanent disability who meet the minimum qualifications for vacant positions.
	<br /><br />5.3.7''' [https://nebraskalegislature.gov/laws/display_html.php?begin_section=48-3501&end_section=48-3511 Nebraska Privacy Act] ''' <br />		<br /><br />5.3.7''' [https://nebraskalegislature.gov/laws/display_html.php?begin_section=48-3501&end_section=48-3511 Nebraska Privacy Act] ''' <br />
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	5.4 '''Pre-Employment Requirements.''' When an applicant has been interviewed and identified as a finalist, the department may refer to the [https://www.unmc.edu/human-resources/_documents/procedures/Procedures1004.pdf Employment Procedure] Section 5.4 for detailed steps regarding pre-employment requirements.		5.4 '''Pre-Employment Requirements.''' When an applicant has been interviewed and identified as a finalist, the department may refer to the [https://www.unmc.edu/human-resources/_documents/procedures/Procedures1004.pdf Employment Procedure] Section 5.4 for detailed steps regarding pre-employment requirements.
	<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 /><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 />5.4.2 '''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 Human Resources - Records no later than 72 hours from the new hire's start date. UNMC participates in the E-Verify program.		<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 [https://www.unmc.edu/human-resources/_documents/forms/records/Form-I-9.pdf Form I-9]. Forms must be completed and returned to Human Resources - Records no later than 72 hours from the new hire's start date. UNMC participates in the E-Verify program.
	<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 (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.		<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.
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	*UNMC Policy No. 1101, [[Nepotism]]		*UNMC Policy No. 1101, [[Nepotism]]
	*UNMC Procedures No. 1004[https://www.unmc.edu/human-resources/_documents/procedures/Procedures1004.pdf Employment]		*UNMC Procedures No. 1004[https://www.unmc.edu/human-resources/_documents/procedures/Procedures1004.pdf Employment]
	*[~~http~~://www.unmc.edu/hr/~~Proc~~/Procedures1028.pdf Reduction-in-Force Procedures]		*[https://www.unmc.edu/human-resources/_documents/procedures/Procedures1028.pdf Reduction-in-Force Procedures]
	*[https://nebraskalegislature.gov/laws/statutes.php?statute=48-227 Nebraska Revised Statute 48-227]: Preference for Nebraska Veterans, Disabled Veterans or Spouse of a Veteran with a 100% Permanent Disability		*[https://nebraskalegislature.gov/laws/statutes.php?statute=48-227 Nebraska Revised Statute 48-227]: Preference for Nebraska Veterans, Disabled Veterans or Spouse of a Veteran with a 100% Permanent Disability
	*[https://nebraskalegislature.gov/laws/display_html.php?begin_section=48-3501&end_section=48-3511 Nebraska Privacy Act]		*[https://nebraskalegislature.gov/laws/display_html.php?begin_section=48-3501&end_section=48-3511 Nebraska Privacy Act]
	*[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		*[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
	*[~~http~~://www.unmc.edu/hr/~~Proc~~/ADA-Sec504~~%20Grievance%20Procedures~~.pdf Americans with Disability Act and Section 504 Grievance Procedures – University of Nebraska]		*[https://www.unmc.edu/human-resources/_documents/procedures/ADA-Sec504-Grievance-Procedures.pdf Americans with Disability Act and Section 504 Grievance Procedures – University of Nebraska]
	*[~~http~~://www.unmc.edu/hr/~~Proc~~/~~Req%20for%20Reasonable%20Accommodation%20~~-~~%20ADA~~.pdf Requests for Reasonable Accommodation under the American with Disabilities Act]		*[https://www.unmc.edu/human-resources/_documents/req-reasonable-accommodation-ada.pdf Requests for Reasonable Accommodation under the American with Disabilities Act]
	*[~~http~~://www.unmc.edu/hr/~~Proc~~/Lactation~~%20Support%20Program~~.pdf Lactation Support Program]		*[https://www.unmc.edu/human-resources/_documents/procedures/Lactation-Support-Program.pdf Lactation Support Program]

	<br />This page maintained by [mailto:mhurlocker@unmc.edu mh].		<br />This page maintained by [mailto:mhurlocker@unmc.edu mh].

← Older revision		Revision as of 16:50, May 24, 2021
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	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 />		4.1 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 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 [https://~~wiki~~.unmc.edu/~~images~~/1/1d/~~Procedures-1004-EmploymentPolicy-Revised-11-17-19~~.pdf Employment Procedure].		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 [https://www.unmc.edu/human-resources/_documents/procedures/Procedures1004.pdf Employment Procedure].

	==Policy==		==Policy==
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	<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 />5.3.5 '''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, Disabled Veterans or Spouse of a Veteran with a 100% Permanent Disability Preference -- [https://nebraskalegislature.gov/laws/statutes.php?statute=48-227 Nebraska Revised Statute 48-227]:''' A preference shall be given to eligible veterans, disabled veterans or spouse of a veteran with a 100% permanent disability who meet the minimum qualifications for vacant positions.		<br /><br />5.3.6 '''Nebraska Veterans, Disabled Veterans or Spouse of a Veteran with a 100% Permanent Disability Preference -- [https://nebraskalegislature.gov/laws/statutes.php?statute=48-227 Nebraska Revised Statute 48-227]:''' A preference shall be given to eligible veterans, disabled veterans or spouse of a veteran with a 100% permanent disability who meet the minimum qualifications for vacant positions.
	<br /><br />5.3.7 '''Nebraska Privacy Act ~~– Nebraska Legislative Bill 821~~''' <br />		<br /><br />5.3.7''' [https://nebraskalegislature.gov/laws/display_html.php?begin_section=48-3501&end_section=48-3511 Nebraska Privacy Act] ''' <br />

	UNMC will not:<br />		UNMC will not:<br />
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	*Access an employee's or applicant's social networking site profile or account indirectly through any other person who is a social networking contact of the employee or applicant.		*Access an employee's or applicant's social networking site profile or account indirectly through any other person who is a social networking contact of the employee or applicant.
	*Retaliate or discriminate against an employee or applicant because the employee or applicant refuses to provide or disclose any user name or password or in any other way provide access to the employee's or applicant's social networking site profile or account through an electronic communication device.		*Retaliate or discriminate against an employee or applicant because the employee or applicant refuses to provide or disclose any user name or password or in any other way provide access to the employee's or applicant's social networking site profile or account through an electronic communication device.
	5.4 '''Pre-Employment Requirements.''' When an applicant has been interviewed and identified as a finalist, the department may refer to the [https://~~wiki~~.unmc.edu/~~images~~/1/1d/~~Procedures-1004-EmploymentPolicy-Revised-11-17-19~~.pdf Employment Procedure] Section 5.4 for detailed steps regarding pre-employment requirements.		5.4 '''Pre-Employment Requirements.''' When an applicant has been interviewed and identified as a finalist, the department may refer to the [https://www.unmc.edu/human-resources/_documents/procedures/Procedures1004.pdf Employment Procedure] Section 5.4 for detailed steps regarding pre-employment requirements.
	<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 /><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 />5.4.2 '''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 Human Resources - Records no later than 72 hours from the new hire's start date. UNMC participates in the E-Verify program.		<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 Human Resources - Records no later than 72 hours from the new hire's start date. UNMC participates in the E-Verify program.
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	*[http://www.unmc.edu/hr/Proc/Procedures1028.pdf Reduction-in-Force Procedures]		*[http://www.unmc.edu/hr/Proc/Procedures1028.pdf Reduction-in-Force Procedures]
	*[https://nebraskalegislature.gov/laws/statutes.php?statute=48-227 Nebraska Revised Statute 48-227]: Preference for Nebraska Veterans, Disabled Veterans or Spouse of a Veteran with a 100% Permanent Disability		*[https://nebraskalegislature.gov/laws/statutes.php?statute=48-227 Nebraska Revised Statute 48-227]: Preference for Nebraska Veterans, Disabled Veterans or Spouse of a Veteran with a 100% Permanent Disability
			*[https://nebraskalegislature.gov/laws/display_html.php?begin_section=48-3501&end_section=48-3511 Nebraska Privacy Act]
	*[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		*[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
	*[http://www.unmc.edu/hr/Proc/ADA-Sec504%20Grievance%20Procedures.pdf Americans with Disability Act and Section 504 Grievance Procedures – University of Nebraska]		*[http://www.unmc.edu/hr/Proc/ADA-Sec504%20Grievance%20Procedures.pdf Americans with Disability Act and Section 504 Grievance Procedures – University of Nebraska]