Age Requirements for Hiring. UNK 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/allcfr/Title_29/Part_570/Subpart_E.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/esa/regs/compliance/whd/whdfs34.htm
For further information, please log on to the following websites:
U.S. Department of Labor http://www.dol.gov/dol/allcfr/Title_29/Part_570/toc.htm
State Department of Labor http://www.dol.state.ne.us/nwd/pdf/laws/childll.pdf
Affirmative Action/Equal Opportunity. The University of Nebraska is an Equal Opportunity employer in accordance with the provisions of the Civil Rights Act of 1964 and Section 503 of the Rehabilitation Act of 1973. All executive orders relative to equal opportunity in employment and those Nebraska State Statutes pertaining to discrimination are followed.
The Board of Regents policy statements reads as follows:
The University of Nebraska declares and reaffirms a policy of equal employment opportunity, affirmative action in employment, equal educational opportunity, and non-discrimination in the provision of all of its services to the public.
Employees on each campus and equitably treated in the regard to the terms and conditions of their employment without regard to individual characteristics other than qualifications for employment, quality of performance of duties, and conduct in regard to their employment in accord with University policies and rules and applicable law.
Nepotism. No employee shall hire or supervise a member of their immediate family without expressed, written consent of the Board of Regents. For the purpose of this policy, immediate family shall mean wife, husband, children, parents, grandparents, grandchildren, brothers, sisters, daughters-in-law, sons-in-law, guardians, wards, stepfathers, stepmothers, stepdaughters, stepsons, uncles, aunts, cousins or persons bearing the same relationship to the employee's spouse.
State Law: In addition to the University's policy, the 1986 Nebraska State Legislature passed LB548, which requires that public employees and officials employing, recommending the employment of, or supervising the employment of an immediate family member must make disclosure of the fact. For the purpose of this legislation, immediate family is defined as "a child residing in the individual's household, a spouse of an individual, or an individual claimed by the public official or employee or his or her spouse as a dependent for Federal income tax purposes."
The Nebraska Accountability and Disclosure Commission have developed NADC Form C-4 for the disclosure statement. Employees may request a blank form from the Human Resources Office. The Human Resources Office will be responsible for filing the completed forms with the office of the Corporation Secretary at Varner Hall in Lincoln.
Falsifying Applications. Falsifying or omitting pertinent information on employment applications, resumes, or in employment interviews will be cause for disciplinary action up to and including dismissal.
Background Check Policy
Purpose: The purpose of this policy is to describe the terms and conditions under which background checks are conducted. The University of Nebraska at Kearney is committed to recruiting and hiring quality faculty and staff. Background checks serve as an important part of the selection process.
Policy: The University of Nebraska at Kearney conducts background checks on job candidates post-offer (contingency offer) for certain positions. The University of Nebraska at Kearney utilizes a third party administrator licensed in the State of Nebraska to conduct background checks. The type of information that can be collected by this agency includes, but is not limited to, a criminal background check, education, employment history, credit, and professional and personal references. This process is conducted to verify the accuracy of the information provided by the candidate and determine his/her suitability for employment.
The University of Nebraska at Kearney will ensure that all background checks are held in compliance with applicable federal and state statutes, such as the Fair Credit Reporting Act.
All criminal background screens are conducted post-offer (contingency offer). However, as part of Title VII of the Civil Rights Act, this information cannot be used as a basis for denying employment, unless it is determined to be job-related.
The University of Nebraska at Kearney reserves the right to make the sole determination concerning information or any employment decision arising out of the background check.
Offer of Employment Process
When verbally making the offer of employment to the successful candidate, the hiring manager must inform the candidate that the offer is contingent upon the successful results of the background check. The Department of Human Resources then conducts any and all applicable background checks on the final candidate.
The candidate must authorize the background check. This is done by having the applicant complete the Employment Background Authorization form. (A separate form is completed for Child and Adult Abuse Central Registries.) This form is available to the applicant on the University of Nebraska at Kearney website and can be sent via e-mail to the candidate as well. To expedite the process, the candidate may fax the completed and signed form to the Department of Human Resources.
Verification of Background Checks
- The results of the background check will be sent directly to the Department of Human Resources.
- The HR Director or HR Staff will review the report. If any discrepancies or criminal history are noted, the HR Director will confer with Legal Counsel for final determination. The University reserves the right to consult with the hiring department, or any other pertinent office such as the Office of the Chancellor or the Office of the Senior Vice Chancellor.
- If the background check is favorable, the Department of Human Resources will notify the hiring manager that the candidate is approved to begin employment.
Adverse Action Notifications
- If a background check is returned with unfavorable results, the Department of Human Resources will notify the hiring manager.
- The Department of Human Resources will contact the candidate to inform him/her that the University of Nebraska at Kearney is rescinding its contingent offer of employment and that he/she will receive written notification that the University third party administrator will send a summary of the candidate’s rights under the Fair Credit Reporting Act. The third party administrator will give the candidate the opportunity to review a copy of the report, which informs him/her of his/her rights to dispute inaccurate information.