University of Nebraska Medical Center

Employment

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Policy No.: 1004
Effective Date: 11/01/07
Revised Date: 10/13/16
Reviewed Date: 10/10/16

Employment Policy

Purpose

1.1 To establish a policy regarding the recruitment/staffing procedures for UNMC employees.

Scope

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

3.1 Federal law and administrative practices of the University of Nebraska Medical Center are the basis of the employment policy.

Authorities and Administration

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.

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 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 Employment Procedure.

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.

5.2 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.

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.

5.3.1 Qualified Applicants. All applicants must submit an electronic application for vacant posted positions, by way of 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 402-559-4070, or come to the Employment Office located in the Administration building at 40th & Dewey during normal business hours.

5.3.2 Nepotism. Please see UNMC Policy No. 1101, Nepotism, for details regarding nepotism.

5.3.3 Employee Transfer. Employee Transfer: New hires must have completed one year 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. In addition, 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).

Employees who have received a formal disciplinary action within the past 12 months are not eligible for transfer.

5.3.4 Rehire Eligibility. In accordance with UNMC Policy No. 1098, 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, 402-559-4371 or 402-559-8534.

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 Reduction-in-Force Procedures.

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.

5.3.7 Nebraska Privacy Act – Nebraska Legislative Bill 821

UNMC will not:

  • Require or request that an employee or applicant:
  • Provide or disclose any user name or password or any other related account information in order to gain access to the employee's or applicant's social; networking site profile or account by way of an electronic communication device.
  • Log onto a social networking site by way of an electronic communication device in the presence of the employer so as to provide the employer access to the employee's or applicant's social networking site profile or account;
  • Add anyone, including the employer, to the list of contacts associated with the employee's or applicant’ social networking site account or require, request, or otherwise coerce an employee or applicant to change the settings on the employee's or applicant's social networking site account which affects the ability of others to view the content of such account;
  • Waive or limit any protection granted under the Workplace Privacy Act as a condition of continued employment or of applying for or receiving an offer of employment. Any agreement to waive any right or protection under the act is against the public policy of this state and is void and unenforceable.
  • 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.


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.

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.

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 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.

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 "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.

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

Please see UNMC's 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


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