Current through September 17, 2024
005.01.
EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION
STATEMENT. Each employee regardless of title is expected to make a
good faith effort to carry out this understanding and demonstrate appropriate
behavior. Disparaging remarks, actions or materials making reference to race,
religion, national origin, disability, color, gender, age, marital status or
sexual orientation will not be tolerated. New employees will receive a copy of
this statement, as one step in confirming the significance these values have in
the workplace. Disciplinary action may be imposed for any such behavior in
accordance with the applicable labor contract and/or Personnel Rules.
005.02. NCBVI is committed to a future that
is inclusive of all who can provide the knowledge, skills, abilities, ideas and
efforts needed to make our vision a reality.
005.03.
EQUITY AND DIVERSITY
POLICY. We recognize, encourage, utilize, and value people's
similarities and differences to carry out our mission. Therefore, all employees
are expected to incorporate NCBVi's Equal Opportunity and Affirmative Action
Statement and Equity and Diversity Policy as an integral and visible way we do
our work.
005.03A. Specifically, we expect
that each employee will:
005.03A1. Treat all
people with respect and dignity, and
005.03A2. Foster a culture that invites and
values the rich diversity among our employees and the people we
serve.
005.03B. Adherence
to NCBVI Equal Employment Opportunity and Affirmative Action Statement and
Equity and Diversity Policy is a part of the overall basis for evaluating the
performance of administrators, managers, and supervisors. The leadership of
NCBVI will enforce the principles set forth in this policy in appropriate ways
and in a timely manner.
005.04.
WORK PLACE HARASSMENT AND
DISCRIMINATION POLICY.
005.04A.
WORK PLACE HARASSMENT is based, in whole or in part,
on race, color, gender, religion, age, disability, national origin, or sexual
orientation and is manifested in the form of unwelcome comments, jokes, printed
or electronic material and/or unwelcome sexual advances, requests for sexual
favors or other verbal or physical conduct of a sexual nature, or display of
materials and/or the utterance of offensive comments in the work place that are
derogatory towards a group or individual.
005.04B.
DIRECTIVES TO
SUPERVISORS. Work place harassment can and does create a negative
work environment which affects productivity, efficiency, work attendance, and
turnover in staff, in addition, allegations of such harassment which are not
appropriately responded to place both NCBVI and the State of Nebraska in a
position of potential liability to the victim of harassment. Therefore, each
member of management is expected to carry out this policy within his/her area
of responsibility. All supervisors must report any complaint alleging work
place harassment or any unreported inappropriate behavior that the supervisor
observes to the NCBVI Business Office, who must report this information to the
Executive Director. This report will be provided in writing to NCBVI-AA/EEO
(Affirmative Action/Equal Employment Opportunity) designee (NCBVI Business
Manager) within five working days of the alleged incident(s). Failure to do so
will be considered a violation of this policy and will be just cause for
corrective or disciplinary action.
005.04B1.
Any supervisor receiving a complaint alleging work place harassment will also
be obligated to immediately notify the complainant of his/her rights concerning
the pursuit of such allegations by giving the complainant a copy of the policy.
Complainants and other persons involved in the investigation will not be
subjected to retaliation, coercion, intimidation, or fear of reprisal. Since
investigations of alleged work place harassment are personnel matters, persons
involved shall maintain appropriate confidentiality. Information concerning a
complaint will not be released to anyone who is not a party to or involved in
the investigation.
005.04B2. All
complaints will be handled in a timely and confidential manner. Information
concerning a complaint will not be released to anyone who is not a party to or
involved in the investigation. Complainants and other persons involved in the
investigation of an allegation of work place harassment will not be subjected
to retaliation, coercion or intimidation, or fear of reprisal. Such actions, in
addition to any employee breaching confidentiality on information obtained as a
result of a work place harassment complaint, are subject to disciplinary
action.
005.05.
NOTIFICATION. All employees are to receive a copy and
explanation of this policy at the time of hire. All employees will be required
to sign an acknowledgment of receiving this information.
005.06.
DISABILITIES AND
ACCOMMODATIONS. State and federal law prohibits discrimination
against people with disabilities in every aspect of employment. Discrimination
in employment actions include recruitment, selection, hiring, separations, job
related reasonable accommodations and any other terms, conditions and/or
privileges of employment.
005.07.
REASONABLE ACCOMMODATION GUIDELINES. NCBVI-has a
responsibility to provide reasonable accommodation to allow otherwise qualified
persons with disabilities to participate in our workforce. This accommodation
must be provided unless doing so would create an undue hardship for
NCBVI.
005.08.
DISABILITY. An employee may be considered to have a
disability if the employee has a physical or mental impairment that
substantially limits one or more major life activities, if the employee has a
record of such impairment, or if the employee is regarded as having such
impairment. Major life activities include things such as caring for oneself,
performing manual tasks, walking, seeing, hearing, speaking, breathing,
learning or working. Employees who experience disabilities are protected from
discrimination, in addition, discrimination against an employee on the basis of
association with a person who experiences a disability is prohibited.
005.08A.
REQUEST. An
employee may request an accommodation at any time. NCBVI may ask for
information supporting the request from the employee's physician or another
appropriate source. If information is requested, the supervisor shall discuss
this with the employee in advance and provide the employee with a copy of any
correspondence sent to a third party.
005.09.
DRUG FREE WORK PLACE
POLICY. NCBVI supports the Drug Free Work Place Act of 1988 and
unequivocally endorses the philosophy that the work place should be free from
the detrimental effects of illicit drugs.
005.09A. It is the policy of NCBVI that
unlawful manufacture, distribution, dispensation, possession, use, or being
under the influence of a controlled substance or alcohol in the work place is
prohibited. Any employee who violates this policy will be subject to discipline
up to and including dismissal, referred to a law enforcement agency, and/or may
be required to successfully complete an approved drug abuse program sponsored
by a private or governmental institution.
005.09A1. The term "controlled substance"
means any drug listed in
21 U.S.C.
812 and other federal regulations. Such drugs
also include legal drugs that are not prescribed for the person using
them.
005.09A2. Employees may be
subject to drug and alcohol testing in conformance with Chapter 48, Article 19
of the Revised Statutes of Nebraska when there is reasonable cause to believe
the employee is using or under the influence of a controlled substance or
alcohol while on duty or on work premises. Reasonable cause includes, but is
not limited to, observable signs of intoxication (such as bloodshot eyes,
slurred speech, or unsteady movement); a work-related accident or near accident
which indicates employee fault; or credible information received from a
reliable person with first-hand knowledge. A positive test result that has been
confirmed in compliance with Chapter 48, Section 1903 of the Revised Statutes
of Nebraska may result in disciplinary action in conformance with the
applicable collective bargaining agreement, state statutes, regulations, or
rules.
005.09B. An
employee of NCBVi is required by the Drug Free Work Place Act of 1988 to inform
the agency within five (5) days after being convicted for violation of any
federal or state drug offense criminal statutes, where violation occurred while
on the work premises or while the employee was representing in an official
capacity. A conviction means a finding of guilt, including a plea of nolo
contendere (no contest), or the imposition of a sentence by a judge or jury in
any federal or state court.
005.09C. The Drug Free Work Place Act of 1988
specifies that the agency head or designee of NCBVI must notify the U.S.
Government agency from which any funding is received, either through contract
or grant, within ten days after receiving notice from an employee or otherwise
receiving actual notice of a conviction.
005.09D. Any contractor/vendor doing business
with NCBVI must have on file a written drug free work place policy with the
state Purchasing Department. A contractor/vendor's failure to comply with this
policy will result in violation of the contract and/or removal from the state
Vendor List.
005.10.
PROCEDURES. All employees will receive a copy of this
policy at the time of hire, and will sign an acknowledgment of receiving the
information.
005.10A.
REASONS FOR
IMPOSING DISCIPLINARY ACTION. Unlawful manufacture, distribution,
dispensation, possession or use of a controlled substance or alcoholic beverage
in the workplace, or reporting for duty under the influence of alcohol and/or
unlawful drugs will constitute reason for imposing disciplinary
action.
