Employee Resources - HR
HR Procedures and Information
It is the responsibility of Human Resources to interpret these policies and procedures. Except for provisions of these policies specifying employee rights, Human Resources may, when circumstances warrant, issue determinations which may vary from these policies.
Equal Employment Opportunity Statement
The University of Nebraska-Lincoln (UNL) seeks to achieve a working and learning environment that is open to all people. Diversity is the hallmark of great institutions of learning has long been one of the strengths of our society. Dignity and respect for all in the UNL community is the responsibility of each individual member of the community. The realization of that responsibility across the campus is critical to UNL's success.
UNL has a policy of equal educational and employment opportunities and of nondiscrimination in the classroom and workplace. Educational programs, support services and workplace behavior, including decisions regarding hiring, promotion, discipline, termination and all other terms and conditions of employment, should be made without discrimination on the basis of age, race, ethnicity, color, national origin, gender, sex, pregnancy, disability, sexual orientation, genetic information, veteran's status, marital status, religion or political affiliation.
The University forbids discrimination in employment against any applicant or employee on the basis of race, age 40 and above (with the exception of law enforcement officers who may be required to terminate employment at the age of 70) , color, religion, sex, genetic information, national origin, employees sexual orientation, disability, political affiliation, marital or veterans status.
Office/Service Employees are paid hourly and receive paychecks every two weeks. These employees are non-exempt from overtime or compensatory time, which means Office/Service employees earn overtime or compensatory time if they actually work more than 40 hours (50 hours for most agricultural employees) during a workweek.
Managerial/Professional Employees are either paid hourly or paid a monthly salary if they are exempt from overtime or compensatory time. Exempt employees are not eligible for overtime if they work more than 40 hours during a workweek. Non-exempt employees earn overtime or compensatory time if they actually work more than 40 hours (50 hours for most agricultural employees) during a workweek.
Office/Service employees are paid hourly and are subject to overtime provisions of the Nebraska overtime law and to the Fair Labor Standards Act (FLSA).
Managerial/Professional employees are normally paid monthly, have responsibilities primarily managerial or professional in nature, and are generally exempt from the overtime provisions of the FLSA.
Temporary-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.
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.
Salary offers to all applicants must have prior approval from Human Resources.
$14 and under can be approved by the College level HR
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.
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.
Six-Month Employee Evaluations
When an employee's original probationary period draws to a close, a performance evaluation should be completed.
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.
Criminal Background Checks
The University of Nebraska-Lincoln will conduct criminal history background checks on applicants who are finalists for security sensitive non-academic positions, and for departments that have elected to require background checks for all new hires.
Work Schedules and Rest Periods
Employees must follow established work schedules. The usual work schedule is 40 hours per week, Monday through Friday. Normal work hours at UNL are 8:00 a.m. to 5:00 p.m. An employee will be informed of work schedules by the immediate supervisor.
Work schedules for hourly paid staff normally include an unpaid lunch break of at least 30 minutes. Work schedules provide for one paid 15-minute rest period for each consecutive four hours worked. At departmental discretion other employees may receive rest breaks.
If conditions warrant, employees may be asked to work through the normally scheduled rest period. At such times employee cooperation is expected. An employee who believes the department is abusing the rest period policy should contact Human Resources.
NOTE: Rest periods are an employment privilege. Rest periods may not be "saved" to shorten the employee's workday, to extend lunch breaks, or to alter the work schedule in any way. Rest periods not taken will be forfeited. Abuse of rest periods may result in loss of the privilege
Departments may institute a schedule of flexible working hours for office/service and managerial/professional employees, provided it does not increase staffing costs or decrease departmental efficiency. Flextime allows employees to maintain a work schedule other than normal UNL hours. Regardless of flextime scheduling, all offices should be sufficiently staffed to maintain regular operations during normal UNL hours described above.
Compensable Work Time for Hourly Paid Employees
UNL policy directs that hourly paid full-time employees will normally work and be paid for 40 hours during the workweek, which begins at 11:01 p.m. Thursday and continues through 11:00 p.m. the following Thursday.
Overtime for Hourly Paid Employees
All hourly paid employees (including part-time employees) working more than 40 hours in one workweek, shall receive overtime compensation. This may be in the form of overtime pay or compensatory time, both granted at one and one-half hours for every hour worked above 40.
Employees not specifically exempt from the overtime provisions of the FLSA are considered non-exempt (hourly) employees by UNL and are eligible for overtime compensation.
Eligibility for Benefits
All regular employees on a .50 FTE or greater appointment are eligible for insured benefits (NUFlex). Temporary employees appointed for more than six months are also eligible for insured benefits (except for University contributions to retirement) provided the position is half-time or greater.
Family/Medical Leave of Absence
See also: Family and Medical Leave Act
All regular academic/administrative, managerial/professional and office/service employees of the University of Nebraska with an FTE of .50 or greater, are eligible for family/medical leaves of absence. Employees in the first six months of original probation are not eligible. Other employees (including graduate student and temporary employees) who have worked for at least 1,250 hours during the year preceding the start of the requested leave are also eligible according to the provisions contained herein.
Total use of family/medical leave by an employee may not exceed twelve workweeks in any rolling twelve-month period, measured backward from the date an employee uses any family/medical leave.
Funeral and Bereavement Leave
In the event of death within the immediate family, a regular employee may receive paid leave of up to five consecutive workdays, depending on need and subject to the approval of the department.
Sick leave may be used when employees are unable to perform employment duties because of sickness, disability, or injury. Sick leave may be used for medical and dental appointments.
An employee should submit a request to the department to receive advance authorization for vacation leave. Employee choice is considered, but UNL reserves the right to schedule vacation time to minimize work disruption. Employees who request vacation leave well in advance will make it easier for supervisors to accommodate vacation choices.
Payments Upon Separation from UNL
An employee separated from UNL for any reason will receive pay for unused vacation leave.
Employment positions at UNL have been evaluated and designed so that the duties are commensurate with the FTE. That is, a 1.00 FTE position provides tasks and responsibilities that will completely occupy a full-time employee while at work. Therefore, attendance at work must be reliable, predictable, regular, and prompt. Such attendance is essential to the performance of any UNL position.
Notwithstanding the leave benefits offered to UNL employees, unpredictable attendance, habitual tardiness, and absenteeism are considerations in the evaluation of performance and are cause for corrective action up to and including dismissal.
ADA and Reasonable Accommodation
A faculty/staff member may request accommodation by contacting the ADA/504 Compliance Officer directly or an accommodation request may first be made to the supervisor, who should facilitate communication with the ADA/504 Compliance Officer.
Internships are becoming increasingly popular for college students. Many programs require an internship as part of their program. In most cases, internships are unpaid.
The key point is to ensure that the internship program is structured around a classroom or academic experience. In most cases, college internships provide educational credit and supervision is performed by the university.
Memorandum of Understanding required for UNL Interns.
Temporary Employees- No formal requisition or search is required. A Temporary Employment Form must be submitted to the College HR for approval and routing to EVC/HR as necessary. Employees will not be granted temporary appointments in the same department for more than two years. Temporary employees may be eligible for some benefits.
Faculty and Staff may use this form to request an offer letter and/or PAF to hire or rehire students, Graduate Assistants or Post-Doctoral Research Associates. This form is used to document hiring approval, salary, funding source and FTE. The supervisor should complete this form and submit to the department’s PAF/Administrative coordinator.
People Admin, Job Descriptions and Postings
Requests to fill any position, new or existing, is handled through People Admin. Application that enables electronic entry, routing and approval to recruit and fill positions.
Use to provide additional information sometimes required to determine appropriate salaries and wage rates.
Temporary Hire Form
You must use this form when hiring any position that does not require a formal search process.
UNL Handbook for the Employment of Non-Resident Aliens
The following handbook is meant to guide University of Nebraska ─ Lincoln (UNL) units regarding points to consider and processes involved when seeking to employ or host foreign nationals (also referred to as non-resident aliens).
Faculty Offer Letters
Salary Guidelines for College of Engineering Postdoctoral Research Associates
Approved by College of Engineering Dean and Department Executive Officers
Updated November 23, 2016
The minimum annual salary for postdoctoral research associates in the College of Engineering is $47,500 for 1.0 FTE. All new research proposal budgets must reflect this amount when planning for the hiring of post docs.
Specific offer letters from UNL must be used when extending employment opportunities to prospective college employees. Please contact the College of Engineering Human Resources with questions.
Offers for most faculty positions require a formal search process. Justifications for exceptions to this requirement must be approved by the Office of Equity, Access and Diversity Programs. Regardless, a PeopleAdmin requisition must be completed as part of the recruiting and hiring process.
Please refer to the UNL Human Resources website for offer letter templates. (https://hr.unl.edu/forms/)
- Letter of acknowledgment (PDF)
- Letters of Offer
- Letters to Unsuccessful Candidates
Graduate Assistant Offer LettersSalary Guidelines for College of Engineering Graduate Research and Teaching Assistants
The minimum monthly salary amount paid to graduate research assistants and graduate teaching assistants is $2,000 for .49 FTE.
Please refer to the UNL Office of Graduate Studies website for Graduate Assistantship offer letter templates.
- Administrative Resources for Faculty Titles
- Appointment Type Definitions
- Family and Medical Leave Act Guide
- Firefly - Benefit Eligible
- Firefly - Students
- Firefly - Temps & On Call Staff
- Guide to Fellowships
- Guide to Post Doc Employment
- Hiring Search and Offers for FACULTY
- Hiring Search and Offers for STAFF
- Hiring Search and Offers for STUDENTS
- Hiring Student Workers in the College offices
- How to view NU ID in SAP?
- HR Responsibilities - Who to contact?
- J-1 Exchange Visitor Process
- New Hire Paperwork Cheat Sheet
- New Employee Benefits Summary
- PAF Procedure
- Paycheck Inquiry
- Personnel Action Form Policy
- Reclassification of Current Employees
- Staff Hiring Information Sheet
- Visiting Research Scholars
- W-4 FAQ