Miscellaneous Information
Last
updated August 1, 2001
Employee Assistance Program (EAP)
The Employee Assistance Program was established at UNL in recognition
that:
- UNL cares about its employees.
- Employees sometimes have personal problems that impact
work performance or general well-being.
- Almost any problem can be successfully treated, providing
identification is early and referral is made for appropriate
care. Whatever the problem--mental or emotional illness, finances,
marital or family distress, alcoholism, drug abuse, legal,
or other--the EAP may be able to help.
The EAP provides confidential and professional brief counseling,
assessment, and referral for employees who seek assistance for
personal concerns. Examples of EAP usage include: marriage or
family problems, coping with the death of a loved one, alcohol
or drug use, financial or legal difficulties, stress management,
workplace communication issues, anxiety, or depression.
The EAP is voluntary, confidential, and free of charge. Ideally,
the EAP hopes to provide a way to solve problems before they
affect job performance. If job performance has already been
affected, an employee's participation in the program will neither
cause nor avoid any corrective action.
Eligibility for EAP Services
All regular employees with a half-time or greater appointment
and their immediate family members (those living within the household)
are eligible for EAP services.
EAP Referrrals
Self-Referral
An employee or family member may call the EAP directly at
472-3107 (800-755-2655 from non-Lincoln locations) to make an
appointment or to talk directly with a counselor. All information
is held in confidence.
Collegial Referral
An employee may notice that a colleague is experiencing emotional
distress. Whether or not job performance or interpersonal relationships
are affected, an employee may suggest that a colleague make
a confidential contact with an EAP counselor.
Supervisory/Management Referral
A supervisor may be aware that an employee is experiencing
a life stressor, such as the death of a family member. Although
the employee's job performance may not be affected, the supervisor,
out of concern, may suggest a confidential contact with the
EAP. If job performance has been affected and if work performance
deterioration has been documented, the supervisor may suggest
that the employee make a confidential contact with an EAP counselor.
Participation in the EAP is voluntary, and a supervisor may
not make a mandatory referral to the EAP.
Supervisory Consultation
Supervisors who are unsure about how to respond to employees where
personal problems may be affecting job performance may call the
EAP for assistance. An EAP counselor can sometimes help to clarify
the issue and may make suggestions to the supervisor.
Leave for Use of EAP
Employees are to use flex-time whenever possible for time away
from work for EAP visits. When the work schedule permits, employees
are expected to visit the EAP on non-work time.
Employees
who are referred to the EAP by a supervisor or employees who
inform their supervisors of an EAP appointment are eligible
for administrative leave up to a maximum of five hours per calendar
year. Employees are expected to coordinate time away from work
with the supervisor. If an appointment creates a problem for
accomplishing the work of the department, the supervisor may
work with an EAP counselor to reschedule.
NOTE: The EAP allows a maximum of five visits by any
one client. However, complete problem resolution in long-term
situations may require additional referral visits to other agencies.
An employee who chooses not to inform the supervisor of a
visit to the EAP, may use sick or vacation leave. Current sick
leave policy allows supervisors to request supporting documentation
of a medical appointment. In the case of an EAP visit, only
the appointment will be documented, with no reference to the
reason for the appointment.
Employee Emergency Loan Fund
Employees who encounter a personal financial emergency and who
have exhausted all other avenues for financial assistance may
be eligible for a loan of up to $750 through the Employee Emergency
Loan Fund (EELF). More information about EELF and applications
for loans are available through the Employee Assistance Program,
472-3107.
Employee
Tuition Remission
New Employee Orientation Program
Within the first month of employment, all new regular employees
are urged to attend an orientation program conducted by Human
Resources. The program gives an overview of UNL, its functions,
policies, and benefits, and it provides an opportunity for new
employees to ask questions about their employment. It also provides
information to employees about rights and responsibilities surrounding
their UNL employment. Supervisors and employees are notified by
Human Resources of the date and time the employee is scheduled
to attend orientation, and supervisors are expected to encourage
attendance. Attendance at new employee orientation will be considered
as hours worked.
Identification Cards and Equipment
Upon initial employment
all regular employees are eligible to receive a
UNL Photo Identification Card at no cost. Cards
are issued in the identification card office located
in the University Bookstore in the lower level of
the Nebraska Union and require the completed Application
for UNL Faculty and Staff Photo Identification Card
signed by the employee and an additional signature
certifying UNL employment. Identification cards
are required for a variety of activities, including
checking out materials from all UNL libraries, using
the campus recreation center, and showing eligibility
for a free StarTran bus pass. There is a replacement
fee for lost cards.
Departments are responsible for ensuring that employees separating
from UNL return identification cards, keys, tools, and all UNL
equipment prior to separation.
Staff Ombudsperson
The services of a Staff Ombudsperson are available to office/service
and managerial/professional employees who have been unable to
solve a problem within their departments or through established
channels. The Staff Ombudsperson, though not empowered to change
policy, may be able to facilitate the handling of a problem or
may direct employees to the person most likely to help.
All matters brought to the Staff Ombudsperson are confidential,
and employees will not jeopardize their employment by seeking
the services of the Staff Ombudsperson.
Employees are to be granted administrative leave for discussions
with the Staff Ombudsperson.
The Staff Ombudsperson located in 407 Canfield Administration
is available during normal UNL hours or at other times by special
arrangement, 472-3101.
Employee Responsibility
to UNL
The responsibility of all UNL employees is to the institution
rather than to the direct supervisor or to any other individual.
Therefore, it is inappropriate for a supervisor to expect an employee
to perform work that would be considered as personal or work other
than that related to carrying out the role and mission of the
department and/or UNL.
Employees performing work that could be construed as personal
should do it on nonwork hours and should receive pay from the
person for whom the work is being done.
Nepotism
Supervisors may not hire, supervise, or have employed within their
areas of responsibility immediate family members on either a temporary
or regular basis without the express, written consent of the Board
of Regents. This policy is for the purpose of avoiding a conflict
of interest. Inquiries about requesting Board consent should begin
in Human Resources.
Use of University Vehicles
See Chapter 302, Transportation Services Department.
Outside Professional Activity
for Managerial/Professional Employees
Managerial/professional employees are encouraged to engage in
professional activities outside of UNL to broaden their experience
and to keep abreast of developments in their specialized areas.
Such activities may not interfere with regular duties or represent
a conflict of interest.
Employees may accept temporary
or occasional employment in the course of such professional
activities. Before employees engage in any outside professional
activity for pay (during working hours or nonworking hours),
they should have approval from the department, the appropriate
dean or director, and the chancellor or the chancellor's designee.
To secure approval the employee should complete and submit the
Permission
to Engage in Outside Activity form.
For some kinds of outside professional activity, specific
approval of the Board of Regents of the University of Nebraska
is required. Approval of the Regents, using the same permission
form, is required before employees may:
- Accept retainer fees or other remuneration on a permanent
or yearly basis as professional consultants.
- Accept professional employment requiring more than an average
of two days per month during the period of their full-time
employment.
- Charge fees for work performed in University buildings
and/or with University equipment and materials.
- Provide professional services for remuneration to University
departments or agencies of state government.
UNL Employees and Second Jobs
Human Resources policy does not prohibit an employee from holding
a second job outside UNL or running a personal business, provided
it does not impact job performance in the UNL position. Employees
with second jobs or personal businesses may not receive special
consideration for work scheduling or other employment matters.
An employee may not have outside employment or a business
that poses a conflict of interest with the position
held at UNL. For managerial/professional employees
UNL approval may be required if the outside work
is similar or related to work of the UNL position.
The Permission
to Engage in Outside Activity form is to be
used for this purpose.
An employee may not use University property or other resources
for outside employment or a personal business. An employee may
not perform work related to the outside employment or personal
business on time that is paid by UNL.
Safety and Injury and Illness Prevention
Nebraska Law (LB757) requires
employers subject to the Worker's Compensation Act
to: 1) establish a safety committee, and 2) maintain
an effective written injury and illness prevention
program. Copies of the general safety policy approved
by the Board of Regents may be secured from Environmental
Health and Safety, 472-5488.
Safety Equipment
Employees working in areas where personal protective equipment
is required for eyes, ears, respiratory system, skin, or head
should contact the Office of Environmental Health and Safety,
472-4925, for an asessment of need and to determine proper protection
solutions.
Once the proper protection assessment identifies the appropriate
protective equipment, personal protective equipment items can
be purchased through the designated University Prime Supplier
Program. For ordering details, please contact Purchasing, 472-2126.
Service Awards
Service awards are to recognize all regular employees who have
reached designated milestones in service. Temporary employment
is not credited toward total years of service, nor is employment
as a graduate or undergraduate student. As employees complete
intervals of five calendar years of service, calculated on consolidated
or continuous regular employment, they may select from a variety
of awards.
Total years of service at UNL, UNO, UNK, UNMC, and/or CA are
calculated from the service date. This date is used only when
recognizing length of service. Because it may be adjusted to
allow for past employment and/or breaks in service, it may not
be the same as the date of hire or the leave accrual date.
Exit Interviews
It is intended that regular employees who leave UNL will have
opportunities for confidential exit interviews. Departing employees
are to receive questionnaires to be sent to Human Resources.
If an exit interview is desired, the employee will indicate
on the questionnaire, and the interview will be arranged by
Human Resources. Questions about exit interviews may be directed
to Human Resources.
Conflict
of Interest
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If you would like more information about the department of
Human Resources, visit the Human
Resources website or call 402-472-3101. You may also email
questions about Human Resources policies or procedures to hroffice2@unl.edu.
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