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Employee Leave: Difference between revisions
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width="20">[[Intellectual Property]]</td> | width="20">[[Intellectual Property]]</td> | ||
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<td style="padding:0.5em; background-color:#e5e5e5; font-size:90%; line-height:0.95em; border:1px solid #A3B1BF; border-bottom:solid 2px #A3B1BF" | |||
width="20">[[Faculty]]</td> | |||
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<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]]<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]] | [https://nebraska.edu/-/media/unca/docs/offices-and-policies/policies/policies/hr-03-alternative-worksite-policy.pdf NU Alternate Work Site Policy]<br /><br /> | ||
Policy No: '''1001'''<br /> | Policy No: '''1001'''<br /> | ||
Effective Date: '''09/09/05'''<br /> | Effective Date: '''09/09/05'''<br /> | ||
Revised Date: ''' | Revised Date: '''06/02/22'''<br /> | ||
Reviewed Date: ''' | Reviewed Date: '''06/02/22'''<br /> | ||
<br /> | <br /> | ||
'''<big>Employee Leave Policy</big>'''<br /><br /> | '''<big>Employee Leave Policy</big>'''<br /><br /> | ||
==Purpose== | ==Purpose== | ||
'''1.1''' It is the intent of UNMC to grant paid or unpaid leave to regular employees under appropriate circumstances. For regular part-time employees, the rate is adjusted according to the employee's FTE. | '''1.1''' It is the intent of UNMC to grant paid or unpaid leave to regular employees under appropriate circumstances. For regular part-time employees, the rate is adjusted according to the employee's FTE. | ||
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'''3.1''' UNMC provides for various types of paid and unpaid employee leave. UNMC leave policies are based on the federal Family and Medical Leave Act (FMLA) of 1993, ADA, the Uniformed Service Employment and Reemployment Rights Act (USERRA) of 1994, Nebraska Revised Statutes §55-160 et seq. §81-1391, Nebraska Family Military Act of 2007, University of Nebraska Central Administration and the Bylaws of the Board of Regents of the University of Nebraska (3.4.2; 3.4.3; and 3.6). | '''3.1''' UNMC provides for various types of paid and unpaid employee leave. UNMC leave policies are based on the federal Family and Medical Leave Act (FMLA) of 1993, ADA, the Uniformed Service Employment and Reemployment Rights Act (USERRA) of 1994, Nebraska Revised Statutes §55-160 et seq. §81-1391, Nebraska Family Military Act of 2007, University of Nebraska Central Administration and the Bylaws of the Board of Regents of the University of Nebraska (3.4.2; 3.4.3; and 3.6). | ||
==Authorities and Administration== | ==Authorities and Administration== | ||
'''4.1''' The UNMC Human | '''4.1''' The UNMC Human Resources’ Associate Director of Human Resources - Employee Relations is responsible for the administration, implementation, and maintenance of the Employee Leave policy at the campus level in consultation with the Assistant Vice Chancellor - Executive Director of Human Resources and the Vice Chancellor for Business and Finance. | ||
==Policy== | ==Policy== | ||
=== Recording of Leave Time === | === Recording of Leave Time === | ||
All leave must be recorded according to established payroll procedures. A record-keeping system for leave usage must be maintained by departments. Records of leave must remain in the department files for three (3) years. | All leave must be recorded according to established payroll procedures. A record-keeping system for leave usage must be maintained by departments. Records of leave must remain in the department files for three (3) years. | ||
=== Administrative Leave === | === Administrative Leave === | ||
It is the policy of UNMC that regular full-time and part-time employees may be granted administrative leave, with or without pay, for good and sufficient reason. Temporary employees are not eligible to receive administrative leave with pay. | It is the policy of UNMC that regular full-time and part-time employees may be granted administrative leave, with or without pay, for good and sufficient reason. Temporary employees are not eligible to receive administrative leave with pay. | ||
=== Bereavement/Funeral Leave === | === Bereavement/Funeral Leave === | ||
When necessary, up to five consecutive workdays of bereavement/funeral leave may be granted in the event of a death within the employee's immediate family. Notice to the supervisor of the need to use bereavement/funeral leave must be given in advance. | When necessary, up to five consecutive workdays of bereavement/funeral leave may be granted in the event of a death within the employee's immediate family. Notice to the supervisor of the need to use bereavement/funeral leave must be given in advance. | ||
=== Civil Leave === | === Civil Leave === | ||
All regular employees may be granted paid civil leave for the purpose of providing civil service if the performance of such service is required during their normal working hours. <br/><br /> | All regular employees may be granted paid civil leave for the purpose of providing civil service if the performance of such service is required during their normal working hours. <br/><br /> | ||
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Paid civil leave will not be granted to an employee who attends court as a party plaintiff or party defendant on a personal matter. In such instances the employee may elect to have such time charged to vacation leave or floating holiday time or may have such time treated as a leave of absence without pay. <br /> | Paid civil leave will not be granted to an employee who attends court as a party plaintiff or party defendant on a personal matter. In such instances the employee may elect to have such time charged to vacation leave or floating holiday time or may have such time treated as a leave of absence without pay. <br /> | ||
Pursuant to Neb. Rev. Stat. §81-1391, an employee who is a certified disaster service volunteer of the American Red Cross may, with the authorization of his/her supervisor, be granted a leave not to exceed fifteen (15) working days in each year to participate in specialized disaster relief services in Nebraska for the American Red Cross, upon the request of the American Red Cross, without loss of pay, vacation time, sick leave or previously earned overtime accumulations. | Pursuant to Neb. Rev. Stat. §81-1391, an employee who is a certified disaster service volunteer of the American Red Cross may, with the authorization of his/her supervisor, be granted a leave not to exceed fifteen (15) working days in each year to participate in specialized disaster relief services in Nebraska for the American Red Cross, upon the request of the American Red Cross, without loss of pay, vacation time, sick leave or previously earned overtime accumulations. | ||
=== Crisis Leave === | === Crisis Leave === | ||
UNMC has established a crisis leave bank. Employees may donate accumulated vacation leave of up to three (3) days for potential use in emergency situations by other UNMC employees, whose leave has been exhausted. In a rolling calendar year, employees may request leave equal to the amount of annual vacation leave to which they are entitled (up to 24 days of paid crisis leave) for: | UNMC has established a crisis leave bank. Employees may donate accumulated vacation leave of up to three (3) days for potential use in emergency situations by other UNMC employees, whose leave has been exhausted. The Assistant Vice Chancellor/Executive Director of Human Resources may identify exceptional circumstances under which greater amounts, not to exceed five (5) days per calendar year, may be donated to the crisis leave pool. In a rolling calendar year, employees may request leave equal to the amount of annual vacation leave to which they are entitled (up to 24 days of paid crisis leave) for: | ||
* Serious illness of the employee or the employee's spouse; | * Serious illness of the employee or the employee's spouse; | ||
* Serious illness of the employee's child or parent. | * Serious illness of the employee's child or parent. | ||
* In conjunction with a Worker's Compensation claim. | * In conjunction with a Worker's Compensation claim. | ||
Regular employees (those who have completed original probation) may be eligible to receive crisis leave when all accrued sick, vacation and floating/banked holiday time has been exhausted, as applicable to the circumstance. If an employee has exhausted their crisis leave or is a probationary employee, they may be eligible to take an advancement of leave. Up to 40 hours of sick and 40 hours of vacation may be advanced, as applicable to the circumstance.<br /> | |||
Denials of crisis leave or limitations on the amount of crisis leave given are not grievable events. | |||
<br /> | <br /> | ||
'''[ | '''[https://www.unmc.edu/human-resources/_documents/forms/emp_rel/Crisis-Leave-Donation.pdf Crisis Leave Donation Form]''' <br/> | ||
'''[https://www.unmc.edu/human-resources/_documents/forms/emp-rel/Crisis-Leave-Request.pdf Crisis Leave Request Form]''' | |||
'''[ | |||
=== Family Medical & Family Military Leave - FMLA === | === Family Medical & Family Military Leave - FMLA === | ||
The Family and Medical Leave Act of 1993 (FMLA) entitles each eligible employee to a maximum of 12 weeks of unpaid leave for certain family and medical reasons in a 12-month period. UNMC complies with this act and expands its coverage to include all regular employees with an FTE of 0.50 or greater. Other employees, including temporary employees and graduate students, are covered with at least 1,250 hours of service for the year preceding the leave. <br /><br /> | The Family and Medical Leave Act of 1993 (FMLA) entitles each eligible employee to a maximum of 12 weeks of unpaid leave for certain family and medical reasons in a 12-month period. UNMC complies with this act and expands its coverage to include all regular employees with an FTE of 0.50 or greater. Other employees, including temporary employees and graduate students, are covered with at least 1,250 hours of service for the year preceding the leave. <br /><br /> | ||
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'''[[HR_-_Employee_Relations_Forms| FMLA - Request for Family Medical Leave Form]]'''<br/> | '''[[HR_-_Employee_Relations_Forms| FMLA - Request for Family Medical Leave Form]]'''<br/> | ||
'''[[HR_-_Employee_Relations_Forms| FMLA - Request for Military Qualifying Exigency Leave and Medical Caregiver Leave Form]]'''<br/> | '''[[HR_-_Employee_Relations_Forms| FMLA - Request for Military Qualifying Exigency Leave and Medical Caregiver Leave Form]]'''<br/> | ||
'''[ | '''[https://www.unmc.edu/human-resources/_documents/certification-of-health-care-provider-for-employees-serious-health-condition.pdf FMLA - Certification of Health Care Provider for Employees Serious Health Condition]'''<br/> | ||
'''[ | '''[https://www.unmc.edu/human-resources/_documents/certification-of-health-care-provider-for-family-members-serious-health-condition.pdf FMLA - Certification for Health Care Provider for Family Members Serious Health Condition]'''<br/> | ||
'''[[HR_-_Employee_Relations_Forms| FMLA - Certification for Serious Injury or Illness of a Current Servicemember for Military Family Leave]]'''<br/> | '''[[HR_-_Employee_Relations_Forms| FMLA - Certification for Serious Injury or Illness of a Current Servicemember for Military Family Leave]]'''<br/> | ||
'''[[HR_-_Employee_Relations_Forms| FMLA - Certification for Serious Injury or Illness of a Veteran for Military Caregiver Leave]]'''<br/> | '''[[HR_-_Employee_Relations_Forms| FMLA - Certification for Serious Injury or Illness of a Veteran for Military Caregiver Leave]]'''<br/> | ||
'''[[HR_-_Employee_Relations_Forms| FMLA - Certification of Qualifying Exigency for Military Family Leave]] | '''[[HR_-_Employee_Relations_Forms| FMLA - Certification of Qualifying Exigency for Military Family Leave]]''' | ||
=== Nebraska Family Military Leave === | === Nebraska Family Military Leave === | ||
The Nebraska Unicameral enacted the Nebraska Family Military Leave Act effective April 4, 2007. As such, UNMC provide unpaid leave to qualifying University employees who are spouses or parents of military service members under federal or state deployment orders.<br /><br />'''Qualifying employees''' shall include any employee who: | The Nebraska Unicameral enacted the Nebraska Family Military Leave Act effective April 4, 2007. As such, UNMC provide unpaid leave to qualifying University employees who are spouses or parents of military service members under federal or state deployment orders.<br /><br />'''Qualifying employees''' shall include any employee who: | ||
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Upon expiration of the leave, the employee is entitled to be restored to the position held prior to commencement of leave or to an equivalent position.<br /> | Upon expiration of the leave, the employee is entitled to be restored to the position held prior to commencement of leave or to an equivalent position.<br /> | ||
'''[[HR_-_Employee_Relations_Forms| Request for Nebraska Military Family Leave Form]] | '''[[HR_-_Employee_Relations_Forms| Request for Nebraska Military Family Leave Form]]''' | ||
=== Holiday Leave === | === Holiday Leave === | ||
UNMC provides | UNMC provides thirteen (13) paid holidays a year to all regular employees. UNMC recognizes seven (7) traditional holidays where non-essential business operations are closed. UNMC also recognizes six (6) floating/banked holidays, during which UNMC operations are open; employees may use these days on or after the date on which they are observed, with supervisory approval.<br /> | ||
{| style="color: black; width="0%" class="wikitable" | {| style="color: black; width="0%" class="wikitable" | ||
| colspan="2" | '''Traditional Holidays''' | | colspan="2" | '''Traditional Holidays''' | ||
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Holidays falling on the first day of the weekend will be observed on the day before; holidays falling on the last day of the weekend will be observed the following day.<br /> | Holidays falling on the first day of the weekend will be observed on the day before; holidays falling on the last day of the weekend will be observed the following day.<br /> | ||
{| style="color: black; width="0%" class="wikitable" | {| style="color: black; width="0%" class="wikitable" | ||
| colspan="2" | ''' | | colspan="2" | '''Banked Holiday''' | ||
|- | |- | ||
| style="width: 50%; ;"| Martin Luther King, Jr. Day | | style="width: 50%; ;"| Martin Luther King, Jr. Day | ||
| style="width: 50%; ;"| Third Monday in January | | style="width: 50%; ;"| Third Monday in January | ||
|- | |} | ||
| President's Day | {| style="color: black; width="0%" class="wikitable" | ||
|Third Monday in February | | colspan="2" | '''Floating Holidays''' | ||
|- | |||
| style="width: 50%; ;"| President's Day | |||
| style="width: 50%; ;"| Third Monday in February | |||
|- | |- | ||
| Arbor Day | | Arbor Day | ||
| Last Friday in April | | Last Friday in April | ||
|- | |||
| Juneteenth | |||
| June 19 | |||
|- | |- | ||
| Columbus Day | | Columbus Day | ||
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| November 11 | | November 11 | ||
|} | |} | ||
=== Inclement Weather=== | === Inclement Weather=== | ||
Chancellors of the University of Nebraska have the discretion to close campuses due to local weather conditions. In the event of a closing of a University of Nebraska campus due to inclement weather, employees will receive paid leave, if they were scheduled to work during the closure.<br /><br /> | Chancellors of the University of Nebraska have the discretion to close campuses due to local weather conditions. In the event of a closing of a University of Nebraska campus due to inclement weather, employees will receive paid leave, if they were scheduled to work during the closure.<br /><br /> | ||
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Employees of UNMC who are located on:<br /> | Employees of UNMC who are located on:<br /> | ||
* Other University of Nebraska campuses (i.e., Kearney), will comply with the directions of the Chancellors of those campuses regarding closings due to weather. If the individual campus is closed during inclement weather, the time reporting should be coded in a manner prescribed by payroll. | * Other University of Nebraska campuses (i.e., Kearney), will comply with the directions of the Chancellors of those campuses regarding closings due to weather. If the individual campus is closed during inclement weather, the time reporting should be coded in a manner prescribed by payroll. | ||
* On locations other than University campuses (i.e., Lincoln), will comply with the directions of the Dean of those Colleges (CON) regarding closing due to weather. If the individual location is closed during inclement weather, the time reporting should be coded in a manner prescribed by payroll. | * On locations other than University campuses (i.e., Lincoln), will comply with the directions of the Dean of those Colleges (CON) regarding closing due to weather. If the individual location is closed during inclement weather, the time reporting should be coded in a manner prescribed by payroll. | ||
=== Injury Leave === | === Injury Leave === | ||
If the work-related injury or illness causes an employee to remain off work, up to 40 hours will be paid as injury leave during the seven (7) calendar day waiting period, pro-rated based on the FTE. Injury leave will not be charged to sick leave or vacation; the time reporting should be coded in a manner prescribed by Payroll.<br /> | If the work-related injury or illness causes an employee to remain off work, up to 40 hours will be paid as injury leave during the seven (7) calendar day waiting period, pro-rated based on the FTE. Injury leave will not be charged to sick leave or vacation; the time reporting should be coded in a manner prescribed by Payroll.<br /> | ||
The Nebraska Workers' Compensation Act is found in Neb. Rev. Stat. §§48-101 to 48-1,118. Portions of the act which are specific to state workers' compensation claims are found in Neb. Rev. Stat. §§ 48-192 to 48-1,109. | The Nebraska Workers' Compensation Act is found in Neb. Rev. Stat. §§48-101 to 48-1,118. Portions of the act which are specific to state workers' compensation claims are found in Neb. Rev. Stat. §§ 48-192 to 48-1,109. | ||
=== Leave of Absence without Pay === | === Leave of Absence without Pay === | ||
Due to extenuating circumstances, regular employees may be granted a leave of absence without pay for maximum of one year. A leave of absence will be granted only when it is in the best interest of UNMC. Upon return from leave the employee will be entitled to the same or comparable position with the department granting the leave. | Due to extenuating circumstances, regular employees may be granted a leave of absence without pay for maximum of one year. A leave of absence will be granted only when it is in the best interest of UNMC. Upon return from leave the employee will be entitled to the same or comparable position with the department granting the leave. | ||
===Military Leave - USERRA === | ===Military Leave - USERRA === | ||
UNMC shall comply with the Uniformed Service Employment and Reemployment Rights Act of 1994 (USERRA) and Neb. Rev. Stat. &55-l60 et seq. concerning the treatment of University employees with military obligations. <br /> | UNMC shall comply with the Uniformed Service Employment and Reemployment Rights Act of 1994 (USERRA) and Neb. Rev. Stat. &55-l60 et seq. concerning the treatment of University employees with military obligations. <br /> | ||
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'''[[HR_-_Employee_Relations_Forms|Request for Military Leave USERRA Form]]'''<br/> | '''[[HR_-_Employee_Relations_Forms|Request for Military Leave USERRA Form]]'''<br/> | ||
=== Parental Leave === | === Parental Leave === | ||
The Parental Leave policies are intended to establish and clarify the leaves available to University of Nebraska Medical Center staff in cases of pregnancy, childbirth, and adoption: | The Parental Leave policies are intended to establish and clarify the leaves available to University of Nebraska Medical Center staff in cases of pregnancy, childbirth, and adoption: | ||
* Medical Maternity Leave: UNMC staff is eligible for Leave requirements vary depending upon each employee's individual circumstances. An attending physician or other licensed health care provider will normally determine the appropriate length of leave. An eight-week total leave period for pre-partum and post-partum care and recovery during which time the employee will be excused from all duties, will be considered normal; however, more or less leave time may be taken based on individual health circumstances. | * Medical Maternity Leave: UNMC staff is eligible for Leave requirements vary depending upon each employee's individual circumstances. An attending physician or other licensed health care provider will normally determine the appropriate length of leave. An eight-week total leave period for pre-partum and post-partum care and recovery during which time the employee will be excused from all duties, will be considered normal; however, more or less leave time may be taken based on individual health circumstances. | ||
* Parental Leave to Provide Care/Assistance to Mother and/or Child: for those employees who wish to take leave upon the birth of a child because the health of the employee's spouse or child requires the employee's presence, or because such presence would be beneficial to the employee's spouse or child, up to five days unpaid parental leave unless he has accrued sick leave or vacation leave that he/she may desire to use during parental leave. | * Parental Leave to Provide Care/Assistance to Mother and/or Child: for those employees who wish to take leave upon the birth of a child because the health of the employee's spouse or child requires the employee's presence, or because such presence would be beneficial to the employee's spouse or child, up to five days unpaid parental leave unless he has accrued sick leave or vacation leave that he/she may desire to use during parental leave. | ||
* Adoption Leave: UNMC staff is eligible for eight weeks unpaid adoption leave unless he/she has accrued sick leave or vacation leave that he/she may desire to use during the adoption leave. A newly adoptive parent, who is the primary caregiver, may take up to eight weeks unpaid leave upon the adoption of a child to provide care and assistance to the child. The declaration of which parent is the primary care-giver is made by the adopting parents. The non-primary care-giver of the adopted child may take up to five days unpaid parental leave, unless he/she has accrued sick leave or vacation leave that he/she may desire to use during parental leave, to provide assistance in the care of the child.<br />Any parental leaves taken in accordance with the above parental leave policies are, by definition, related to qualifying events under Family/Medical Leave Act (FMLA) (see Family/Medical Leave above) and will | * Adoption Leave: UNMC staff is eligible for eight weeks unpaid adoption leave unless he/she has accrued sick leave or vacation leave that he/she may desire to use during the adoption leave. A newly adoptive parent, who is the primary caregiver, may take up to eight weeks unpaid leave upon the adoption of a child to provide care and assistance to the child. The declaration of which parent is the primary care-giver is made by the adopting parents. The non-primary care-giver of the adopted child may take up to five days unpaid parental leave, unless he/she has accrued sick leave or vacation leave that he/she may desire to use during parental leave, to provide assistance in the care of the child.<br />Any parental leaves taken in accordance with the above parental leave policies are, by definition, related to qualifying events under Family/Medical Leave Act(FMLA)(see Family/Medical Leave above). Eligible employees may take up to 12 weeks of leave under the FMLA and will be considered part of the 12 week FMLA entitlement. | ||
=== Sick Leave === | === Sick Leave === | ||
Sick leave means the period of time during which the employee is incapacitated or unable, due to illness or injury, to perform the regularly assigned duties of his or her position. Paid sick leave means a period of time that the employee is paid his or her regular salary during a period of illness or injury. The period of time shall begin and end when medically indicated to the satisfaction of the appropriate administrative officer.<br /><br /> | Sick leave means the period of time during which the employee is incapacitated or unable, due to illness or injury, to perform the regularly assigned duties of his or her position. Paid sick leave means a period of time that the employee is paid his or her regular salary during a period of illness or injury. The period of time shall begin and end when medically indicated to the satisfaction of the appropriate administrative officer.<br /><br /> | ||
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# Employees may be advanced sick leave in an amount not to exceed a total of forty hours (40) (one work week), pro-rated for part-time employees. Employees shall reimburse the University for all used, unearned sick leave upon separation. | # Employees may be advanced sick leave in an amount not to exceed a total of forty hours (40) (one work week), pro-rated for part-time employees. Employees shall reimburse the University for all used, unearned sick leave upon separation. | ||
'''[[HR_-_Employee_Relations_Forms| Advancement of Leave Request Form]] | '''[[HR_-_Employee_Relations_Forms| Advancement of Leave Request Form]]''' | ||
=== Vacation Leave === | === Vacation Leave === | ||
# All regular employees of UNMC shall be granted vacation leave according to the schedule of vacation leave accrual displayed on the leave procedure page. | # All regular employees of UNMC shall be granted vacation leave according to the schedule of vacation leave accrual displayed on the leave procedure page. | ||
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# Employees may be advanced vacation leave in an amount not to exceed a total of forty hours (40) (one work week), pro-rated for part-time employees. Employees shall reimburse the University for all used and un-earned vacation time/leave upon separation. | # Employees may be advanced vacation leave in an amount not to exceed a total of forty hours (40) (one work week), pro-rated for part-time employees. Employees shall reimburse the University for all used and un-earned vacation time/leave upon separation. | ||
'''[[HR_-_Employee_Relations_Forms| Advancement of Leave Request Form]] | '''[[HR_-_Employee_Relations_Forms| Advancement of Leave Request Form]]''' | ||
==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. | ||
==Additional Information== | ==Additional Information== | ||
*Human Resources - Employee Relations at 402-559-7394 or 402-559-8534 | *Human Resources - Employee Relations at 402-559-7394 or 402-559-8534 | ||
*[ | *[https://www.unmc.edu/human-resources/_documents/procedures/Procedure1001.pdf Employee Leave Procedures] | ||
*All Forms mentioned in this policy are available | *[https://www.unmc.edu/human-resources/_documents/procedures/Paid-Hol-Leave-Memo.pdf Paid Leave Memo] | ||
*[ | *All Forms mentioned in this policy are available online at [[HR_-_Employee_Relations_Forms| Human Resources - Employee Relations Forms]] | ||
*[ | *[https://wiki.unmc.edu/images/7/76/ADA-Sec504GrievanceProcedures.pdf ADA - Americans with Disabilities Act and Section 504 Grievance Procedures] | ||
*[ | *[https://www.unmc.edu/human-resources/_documents/req-reasonable-accommodation-ada.pdf ADA - Americans with Disabilities Act - Requests for Reasonable Accommodation] | ||
*[https://www.unmc.edu/human-resources/_documents/procedures/Lactation-Support-Program.pdf Lactation Support Program] | |||
<br /> | <br /> | ||
This page maintained by [mailto: | This page maintained by [mailto:mhurlocker@unmc.edu mh]. | ||