It is the policy of UNL to hire qualified individuals according to standards of education, experience, aptitude, character, and physical ability to do the job with or without reasonable accommodation. Decisions regarding recruitment, selection, and placement of individuals are made on the basis of job-related criteria. Every effort is made to place individuals in positions which best utilize their abilities and which provide opportunities for personal growth and satisfaction. Unless otherwise specified in a written appointment or in a written contract of employment duly approved and executed by UNL, office/service employees and managerial/professional employees are employed at the will of UNL and, with the advance notice prescribed in Resignation and Dismissal, UNL may dissolve the employment relationship for any reason which is not otherwise unlawful without the necessity of showing cause for such action. UNL may also dissolve the employment relationship for cause as provided in Conduct, Corrective Action, and Dismissal for Cause.
Department of Human Resources
407 Canfield Administration Bldg.
Lincoln NE 68588-0438
Recruitment to fill positions at UNL is a service provided by the Human Resources Office. Information about vacancies is published on the Human Resources website at employment.unl.edu
UNL Recruitment Options
UNL positions will be advertised in one of three ways:
- Within the department only--open to those within the department who are current regular part-time or full-time employees hired through the regular UNL competitive search process (not a temporary employee)
- University employees only--open to all University employees, including those from the University of Nebraska at Omaha, the University of Nebraska at Kearney, the University of Nebraska Medical Center, and Central Administration.
- External--open to everyone, both University and non-University applicants
Departments wishing to use one of the first two options should discuss with Human Resources.
Departments lacking appropriate representation of ethnic, racial and gender groups may not limit advertising to the department only but may advertise to University employees only. Departments on a "supervised search" status with the Office of Institutional Equity and Compliance may not limit the scope of any search without prior approval of that office.
The "Guidelines for Recruitment and Hiring of Office/Service Employees" and the "Guidelines for Recruitment and Hiring of Managerial/Professional Employees" have been prepared to assist departments in the hiring process and to insure compliance with affirmative action and equal opportunity requirements. Deviation from these policies may occur only after consultation with Human Resources.
Salary offers to all applicants must have prior approval from Human Resources.
A new employee is paid at the hiring rate for the position. When an applicant is qualified beyond the stated entry requirements of the position, or when market conditions justify, a new employee may be paid above the hiring rate with prior approval from Human Resources.
When it is determined that qualified applicants cannot be attracted to a particular position at the hiring rate, Human Resources may approve additional pay or may approve hiring at lower pay an applicant who does not meet the minimum qualifications.
Employees may apply for transfer to other positions on the UNL campus, or they may be appointed to positions on other University of Nebraska campuses (UNO, UNK, UNMC, and CA). Such appointments may be mutually beneficial by allowing the University to utilize the experience and abilities of its employees, and by providing a broad range of career development opportunities to individuals.
In external searches University employees use the same application procedure as do other applicants, and both will receive equal consideration from hiring departments. Salaries for transfer employees who meet or exceed minimum qualifications will not be less than the minimum advertised level.
NOTE: Persons under current corrective counseling, or those whose performance is documented as below satisfactory, are not eligible to apply for transfer.
An employee transferring from a regular appointment to a temporary appointment will continue to be eligible for all benefits received in the regular appointment, except for tuition remission, administrative leave, funeral leave, holiday pay or University contributions to retirement. Unused vacation leave shall be paid out to an employee prior to a separation or transfer to a temporary appointment. If the fulltime equivalent (FTE) of the temporary appointment is more than the regular appointment, then an increase in benefits will occur. Benefits are pro-rated for employees working less than full time. If a break in service occurs, employees will be eligible for benefits as described above only if the temporary appointment begins within the same calendar month in which separation occurs.
Compensatory time must be used or paid prior to the effective date of a transfer. (For additional information on compensatory time see Section 102.)
An employee in the six-month original probationary period may not apply for positions outside the department. When circumstances warrant, Human Resources may work with the employee and the department to enable the employee to apply for other positions before the six-month probationary period is completed. If the employee is appointed to a different position, the original probationary period will begin anew.
An employee in the six-month original probationary period may be appointed to a different position within the same department, and probation will not begin anew.
An employee who transfers within UNL must spend at least six months in the new position before becoming eligible to apply for positions outside the department. When circumstances warrant, Human Resources may work with the employee and the department to enable the employee to apply for other positions before completion of the six-month period.
Assuming there is no break in employment, an employee serves only one original probationary period. A transfer employee who has completed original probation has all privileges of a regular employee.
UNL is not responsible for moving expenses incurred as a result of an employee's transfer to another position.
Vacation and Sick Leave Accrual for Transfer Employees
Employees transferring from one University position to another will transfer sick leave and vacation leave balances to their new positions.
Employees transferring from office/service to managerial/professional positions or vice versa will begin accruing at the new rate on the effective date of transfer. For accrual purposes years of service will be transferred to the new position.
Vacation and Sick Leave for Employees moving within UNL, Coming to UNL from Another University of Nebraska Campus, Another Nebraska State College, or Nebraska State Government Agencies
For employees appointed to positions at UNL within three years (Effective September 1, 2001) after leaving another University of Nebraska campus, other Nebraska state colleges, or Nebraska state government agencies:
- Sick leave balances will be assigned to the UNL position.
- Years of service will be restored for purposes of accruing vacation and sick leave.
For employees appointed to positions at UNL after moving within UNL or another University of Nebraska campus within 12 months:
- All leave balances will be assigned to the UNL position
- Years of service will be maintained for purposes of accruing vacation and sick leave
In order to transfer leave balances and years of service, an employee must provide the department with a letter from the previous employer documenting dates of employment.
Persons dismissed from UNL or from any University of Nebraska campus are not eligible for rehire without prior approval of Human Resources. Persons leaving UNL while under corrective action or those whose performance is documented as below satisfactory may not be eligible for rehire. Questions relative to an applicant's eligibility for rehire should be directed to Human Resources.
While departments need not follow formal recruitment and hiring procedures to fill temporary vacancies, departments must coordinate with Human Resources to establish the appropriate salary grade and hiring rate.
The Human Resources Office can assist departments in securing qualified applicants.
Human Resources, working with the hiring department, will determine the appropriate classification and salary grade for temporary office/service employees and sets the salary rate for temporary managerial/professional employees. Salary offers must have prior approval from Human Resources.
Temporary employees may be appointed to regular positions on a competitive basis only after positions are advertised, giving others opportunity to apply. Temporary employees use the regular application process.
Departments may choose to use a competitive search process to hire a temporary employee, thus making it possible to grant the employee regular status at a later time.
Temporary employees may be separated at any time without prior notice or grievance rights. Temporary employees who believe their legal rights with respect to employment have been violated may appeal their dismissal to Human Resources.
When temporary employees leave UNL, they may be eligible for unemployment benefits as determined by the Nebraska Department of Labor. Questions about departmental obligation regarding unemployment benefits should be directed to the Benefits Office, 402-472-2600.
Temporary employees may be appointed for a period of up to two years. Those appointed for more than six months are eligible for benefits (except for tuition remission, administrative leave, funeral leave, holiday pay or University contributions to retirement) from the beginning of the appointment, provided the position is half-time or greater. Those appointed for six months or less are not eligible for benefits. An employee who is reappointed after the first six months of a temporary appointment is eligible for benefits. If the second appointment is in another UNL position, and if it occurs within the same calendar month in which the separation occurs, the employee is eligible for benefits.
Regular employees who are appointed to a temporary position, either through a transfer or a reappointment in the same department, retain their eligibility for benefits received by temporary employees whose appointments are greater than 6 months, provided they are reappointed within the same calendar month.
NOTE: Departments are responsible for notifying temporary employees when they become eligible for insurance benefits.
Employees will not be granted temporary appointments in the same department for more than two years, but they are eligible for reappointment after a three-month break in employment. Under the same provisions, employees may be appointed to subsequent temporary appointments in different departments.
Benefits for eligible temporary employees include the following: health and life insurance, sick and vacation leave, injury leave, civil leave, and military leave. Temporary employees are not eligible for tuition remission, administrative leave, holiday pay, funeral leave, or University contributions to retirement.
Temporary employment may be included as all or part of the original probation period for a regular appointment within the same department, at the discretion of the department.
On-call employees are appointed to work at peak activity periods and may work up to 693 work hours per fiscal year.
On-call employees are not eligible for any leave with pay or any other UNL benefits.
On-call employees may be dismissed at any time without prior notice or grievance rights. On-call employees who believe their legal rights with respect to employment have been violated may appeal their dismissal to Human Resources.
Age Requirements for Hiring
UNL policy requires that applicants be at least 16 years old. This applies to any person to be employed by the University in any capacity, in any type of position and involves all earning-type categories, including regular, temporary and on call. For some occupations deemed to be hazardous, federal law requires that applicants be 18 years old. The U.S. Department of Labor website that further explains these regulations and types of activities that are prohibited is located at: http://www.dol.gov/dol/topic/youthlabor/agerequirements.htm
Federal law also prohibits on-the-job driving by employees less than 18 years of age with one exception. Under certain restrictions employees who are 17 years of age may do occasional or incidental driving. Driving means using either a personal vehicle or a University vehicle for job related reasons. The U.S. Department of Labor website that explains these conditions in detail under which 17 year old are permitted to drive is located at: http://www.dol.gov/whd/regs/compliance/whdfs34.htm
For further information, please log on to the following websites:
U.S. Department of Labor – Part 570, Child Labor Regulations, Orders and Statements of Interpretation
State Department of Labor - Child Labor Law
Pre-Placement Physical Examinations
When work conditions warrant, an applicant (whether internal or external) may be offered employment contingent on passing a pre-placement physical examination. This examination will be at departmental expense. To be eligible for employment the applicant must be able to perform the essential functions of the job with or without reasonable accommodation. The requirement for a pre-placement physical examination must be approved by Human Resources.
UNL makes reasonable accommodation of the known disabilities of applicants and employees, unless to do so would pose an undue hardship. Questions about accommodation should be directed to the Office of Institutional Equity and Compliance.
Falsifying Applications and Criminal Background Checks
All staff positions require completion of criminal background checks prior to placement at departmental expense. Falsifying or omitting pertinent information on employment applications, on resumes, in employment interviews, or in any part of the hiring process, will constitute cause for corrective action up to and including dismissal.
Original Probationary Period
All newly hired regular employees (office/service and managerial/ professional) must serve a six-month original probationary period. The probationary period is an extension of the selection process and is used to determine an employee's suitability for employment at UNL.
The department may dismiss an employee at any time during the original probationary period with written notice given on or before the dismissal date.
NOTE: Unless there is a break in employment, employees serve only one original probationary period. Transfer employees whose performance is unsatisfactory undergo the regular counseling procedure and are entitled to appeal through the grievance process
Original probationary employees have no grievance rights. However, employees on original probation who believe their legal rights with respect to employment have been violated by a dismissal action may appeal through Human Resources. Employees raising issues of discrimination and/or sexual harassment may also seek assistance through the Office for Affirmative Action and Diversity Programs.
Six-Month Employee Evaluations
When an employee's original probationary period draws to a close, a performance evaluation should be completed.
NOTE: If a performance evaluation report is not completed and signed by the date marking the end of the first six months of service, the employee automatically becomes a regular employee of UNL.
Transfer While Serving Probationary Period
Employees are eligible to apply for positions outside the department after completion of the original six-month probationary period. When circumstances warrant, Human Resources may work with the employee and the department to enable the employee to apply for other positions before the six-month probationary period is completed. If the employee is appointed to another position, the original probationary period will begin anew.
An employee in the six-month original probationary period may be appointed to a different position within the same department, and probation will not begin anew.
Extension of the Probationary Period
With approval of Human Resources, the original probationary period may be extended to a total period of nine months from date of hire. When formal training, certification, or licensure required for the job is not available to the employee within the original probationary period, probation may be extended up to a total of twelve months.
To extend probation:
- Prepare an evaluation, specifying areas in which employee performance is deficient or other circumstances to warrant extension of the probationary period.
- Submit the performance evaluation and/or reasons for the extension request to Human Resources.
- NOTE: Inform the employee prior to the end of the six-month probationary period that probation is to be extended. Employees not so notified prior to the six-month date will automatically become regular employees.