Along with health and safety regulations, you also ensures compliance with relevant labor laws. Maintaining compliance with such laws can help prevent complaints regarding employment practices or workplace conditions. You can find UNL Human Resources policies on the Business & Finance Policies page. University of Nebraska policy manual is available on their Faculty and Staff page.
Health & Safety
Safety Preparedness
We are committed to creating a culture of safety on our campuses for the members of our community to live, learn, work, visit and enjoy. You should be aware of the many safety resources are available to help protect our campus community. As a supervisor, you can use these resources to create a plan and prepare for emergencies.
Computing Security
If working with computers, there are a couple of Executive Memorandums you should be aware of.
Hotlines and Reporting Concerns
The university is committed to institutional accountability, transparency and the protection of students, faculty, staff, and visitors. There are several reporting avenues to report crime, Title IX complaints, civil rights complaints, etc.
Diversity & Inclusion
All members of the university community are to be mindful of our responsibility to create an environment that is welcoming to all, where each person feels accepted, valued and safe. Our commitment to diversity and inclusion requires each of us to continuously ensure our interactions be respectful, protect free speech and inspire academic freedom.
Hiring authorities should become familiar with the BRIDGE program which provides university-wide guidance to enhance hiring strategies that will result in more diverse applicant pools and subsequently to increased hiring of diverse faculty and staff.
Labor Laws
Equal Opportunity Employment
We seek to achieve a working environment that is open to all people. Diversity is the hallmark of great institutions of learning and has long been one of the strengths of our society. As a leader, you are responsible for ensuring your employees are provided equal opportunity throughout their employment lifecycle with the university. For UNL's non-discrimination information, see http://www.unl.edu/equity/notice-nondiscrimination.
Sexual Discrimination, Harassment, and Misconduct
We are dedicated to the prevention of sexual discrimination, sexual harassment and sexual misconduct, and providing a safe campus for our employees and students. In order to be proactive in its efforts, the university has established procedures and policies to investigate complaints against employees and address identified concerns. Learn more about how the university is taking steps to establish a safe, diverse and inclusive work and learning environment by reading the Chancellor's Policy Memorandum on Title IX Compliance and the Sexual Misconduct Policy, which defines prohibited conduct and explains the university’s jurisdiction. (See EM 40: Chosen Name & Gender Identity and Title VII of the Civil Rights Act)
Understanding Hourly (Non-Exempt) Employees
The Fair Labor Standard Act (FLSA) establishes standards for minimum wage, overtime pay, and child labor, and defines which employees are considered exempt and non-exempt for the purposes of carrying out the law. The law also addresses what work time needs to be paid, including waiting, on-call, training/meetings, and travel time, as well as rest periods, meals, and breaks. Shift Differential
Family Medical Leave
The Family and Medical Leave Act (FMLA) entitles employees who have worked at least 1,250 hours over the past 12 months to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. The University of Nebraska has added coverage and protections in our Family/Medical Leave of Absence. You can also refer to the Family/Medical Leave Guidelines for Supervisors and HR/Business Partners for additional details in the administration of FML.
Accommodations for Disabilities
Leaders play a vital role in providing accessibility and accommodations to individuals with disabilities. The Office of Institutional Equity & Compliance (IEC) provides guidance and resources for leaders and employees to aid in providing equal opportunity in all aspects of our campus. Please refer to the Process for Requesting Accommodations for Faculty and Staff. (See Americans with Disabilities Act (ADA), ADA/504 Training for Supervisors, and Americans with Disabilities Act and Section 504 Grievance Procedure.)
Age Discrimination
The Age Discrimination in Employment Act (ADEA) prohibits employment discrimination against anyone at least 40 years of age in hiring, promotions, wages, benefits or terminations.
Equal Pay
The university is committed to the principle and practice of equal pay for equal work, as required by the Equal Pay Act (EPA) of 1963, Title VII of the Civil Rights Act of 1964, as amended and other laws. (See NU Board of Regents Policies)
Safe Working Environment
Under the Occupational Safety and Health Act of 1970 (OSHA), employers must provide a safe working environment. You need to be familiar with OSHA regulations and follow them by overseeing safety training, managing injury logs, reporting injuries, and handling any compensation needs that arise as a result. Workers Compensation covers all employees of the university, including student workers. The coverage is for injuries arising out of and during a person's employment.
Pregnancy & Lactation
The Pregnancy Discrimination Act (PDA) prohibits sex discrimination on the basis of pregnancy or a pregnancy related condition. In addition, the University of Nebraska–Lincoln recognizes the importance of supporting mothers who breastfeed or express milk while they are on campus, and is committed to providing private, accessible, and comfortable lactation rooms available to its employees, students and visitors. Lactation Rooms & Spaces (See Break Time for Nursing Mothers)
Military Leave
The Uniformed Services Employment and Reemployment Rights Act (USERRA) makes it illegal to discriminate against employees who volunteer or are called to military duty. When reservists return from active-duty tours of less than five years, you must reemploy them to their old jobs or to equal jobs. (See Military Leave Rights & Benefits)