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Employment: Difference between revisions
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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:// | 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 | <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:// | 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] | ||